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Hiring takes precious time and resources: Most companies spend an average of 42 days filling a position and another 90 days to onboard. When all is said and done, it can take up to 12 months for new hires to reach their full performance potential, even when given the most thorough training — so it’s no surprise many companies are on a constant quest to hire faster.

Hiring can make or break an organization. A staggering74% of companies say they’ve hired the wrong person for a position — a mistake that can be incredibly costly and time-consuming. According to Harvard Business Review, 80% of turnover is due to bad hiring decisions. 

Every company has its own unique hiring strategy, with some methods working more effectively than others. And while career sites, job boards, and recruiters all have their place in the process, these tools don’t always solve the top challenges of today’s talent acquisition leaders: hiring candidates who lack soft skills, are a poor fit for the role, or change their mind about the job.

I recently had a conversation with a Talent Acquisition Leader that left me shocked. While talking about how important it is to hire the right person, I sensed an alarming degree of indifference around hiring accuracy altogether. I understand this is not top of mind for everyone, but this was coming from the Director of Talent Acquisition for a Fortune 5,000 company.

Extroversion is one of the most widely talked about personality characteristics of all time. There have been books written about extroversion and introversion, TED Talks have been given, and there are dozens of online tests and opinions about this every present personality characteristic. It might be the most widely talked about personality characteristic because it makes a lot of sense and people can easily self-identify their own level of extroversion.

Increasing Gender Diversity Starts with the Hiring Process

Now more than ever, human resources teams are expected to create tangible value for the business—from hiring and retaining talent to performance management to leadership development and more. People analytics are key to helping HR teams meet the demands of today’s business landscape.

Effectively hiring for constructive conflict in your organization.

Emotional intelligence is the ability to sense, correctly interpret, and effectively use emotional signals or clues in a social situation. For sales professionals, one of the most important traits that they should develop is emotional intelligence. For example, sensing when a pitch is working, identifying a truly interested customer, or intuiting a better approach to inspire a potential client about a product.