Hiring the wrong person is super expensive. According to a CareerBuilder survey, the average cost of making a bad hire is $17,000. Statisticians at Northwestern University place that number at $15,000. The U.S. Department of Labor says companies hemorrhage 30 percent of a person’s first-year salary when they make the wrong hiring decision. The Society of Human Resource Management (SHRM) estimates the cost of replacing an employee at one-half to double their annual salary.
That’s why hiring isn’t just important, it’s mission-critical. And yet, too many companies still fumble the interview process and end up bringing in the wrong people for the job.
Conventional interviewing no longer cuts it
Most hiring managers base their decisions on whom to interview by reviewing resumes. In the interviews themselves, they ask the standard questions. These are exactly the questions the candidates have prepared for, so they provide canned and rehearsed answers.
This performance tells the hiring manager little about the individual’s ability to collaborate with others, adapt to unforeseen circumstances, or perform under pressure, much less their capacity to lead. Sadly, many emotionally limited and even toxic people can shine during interviews like these.
Finding people who will be true assets to your organization requires a different approach.
Reshaping the interview process
For the vast majority of professional roles, the best employees are those who can communicate clearly, collaborate effectively, display self-management, accept feedback, and grow with coaching. That’s why the interview process should be redesigned to focus on qualities like these.
In other words, interviewers should prepare scenarios for interviewees to think through on the spot. Look for someone who listens deeply, reasons logically, and can genuinely connect with others.
Consider adding group interactions that allow you to observe how the person presents themselves on a team. The best candidates are those who offer helpful information clearly and constructively while making space for others’ contributions.
To hire the right people, the hiring process needs to be designed to identify them, rather than those who have mastered the art of being interviewed.
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Paul Bramson is renowned as a powerhouse on keynote stages and in training arenas. He is widely regarded as being one of the most impactful speakers, trainers and C-suite coaches in the world today. Paul is recognized as a leading authority and thought leader in the areas of communication, leadership and sales boasting media mentions in Forbes, Fast Company, Fortune, BuiltIn, Yahoo, and MSN. With an extensive 25-year tenure, Paul has continually ignited and empowered professionals, leaders, and teams across all echelons. His ability to captivate and engage audiences originates from an authentic zeal, unique aptitudes, and an unyielding dedication to professional and personal enhancement. Paul's first book, "Connecting Like A PRO©: Unleash Your Superpower" will be released on June 11, 2025 on Amazon.