Why Selection?

Selection, simply put, is the end game. Managers often find they make decisions without sufficient information or perhaps unknowingly, filtered by assumptions and biases. While that may sound general it is, too often, the case. Objectivity is a guided process more often than an intuitive one.

The interview process is often freeform. The candidates follow a multitude of steps in the recruiting process. As challenging as that might be for the candidates it can be far more difficult for the interviewers. Managers are frequently left to their own methods – questions, answers, probing, and evaluating. Questions are meant to find answers that connect with a job description. Responses are often lost in the failure of the interviewers to compare notes. The selection process is greatly enhanced when the interviewers are formulating questions based on the same data. A formal assessment tool creates a framework, suggests approaches to probe deeper with each candidate, and makes the selection process much more evident.

Job descriptions that are primarily based upon technical skills, without reference to people-related issues, provide only some of the details to candidates and interviewers. The other side of the ‘total’ person is Behavioral. Consider this. While Technical skills justifiably carry great influence in selection, Behavioral Traits are often not considered at all. Technical skills can be taught and developed once a person is on board. Behavioral Traits, on the other hand, come with the selection whether you want them of not. Synhrgy brings expertise in this critical area of business management by coaching HR groups and functional managers how to apply these methods to the recruiting process.

Hence the opening statement that Selection is the End Game. Selection becomes far more exacting when the recruiting process leverages empirical data about the Thinking Styles, Behavioral Traits, and professional Interests. Combine this with measured technical skills that are required for the position and decision maker(s) is provided a useful look at the total person. This approach has a much higher chance of bringing success, defined by job fit and longevity.

Learn more about our Selection process here.