Many hiring decisions are based on instinct or incomplete data, often resulting in poor candidate-job fit. When employees’ natural behaviors and learning abilities don’t align with job demands, the following issues arise:

• Decreased performance: Mismatched candidates struggle to meet job expectations, leading to inefficiencies and mistakes.
• Lower engagement: Employees who feel unsuited for their role become disengaged, negatively affecting team morale.
• Increased turnover: Poor fit leads to higher turnover, which is costly and disruptive.
• Wasted resources: Time and money spent on training candidates who ultimately leave or underperform.
• Declining productivity: Poor hires place added strain on the rest of the team, reducing overall productivity.

Subjective hiring introduces significant risks that can undermine business performance and growth.

Generic interviews miss crucial insights

Many interviews fail to assess whether a candidate is truly suited for the role. Generic interview questions often miss important details, such as how a candidate’s strengths align with the job or where they might face challenges. This can lead to several negative outcomes:

• Missed strengths and weaknesses: Key insights into a candidate’s potential or areas of struggle go unnoticed.
• Higher turnover: Poor hires due to inadequate insights often result in disengagement and increased turnover.
• Wasted resources: Rehiring for the same role after a poor fit is costly and time-consuming.

Without targeted interview questions, businesses risk hiring candidates who aren’t equipped for success, leading to performance issues and inefficiencies.