“Hired for skill, fired for personality”
How many times have you been impressed with someone’s resume and
interview “performance” only to learn that they don’t “fit” in your department or
organization? Unfortunately, by the time you realize this, your organization has
already invested a great deal of effort and money hiring and training that “ill-fit”
individual. In fact, turnover for an entry-level position within the first year is 1.5
times salary, while the executive cost per individual is an astounding 10 times
The reason bad hires occur over and over again is because job candidates are
not asked the questions that truly get at “fit” and effectiveness for a specific job,
on a specific team, within a specific department, at a specific organization. The
traditional interview provides almost no insight into how someone will really
function once they are on the job. In other words, while employers tend to be
good at screening candidates for intelligence and technical expertise, they tend to
fall short at identifying and assessing candidates for the crucial non-technical or
emotional/behavioral variables that contribute to job success and retention.
I assist organizations in hiring the right people by developing interview questions
that are based on a thorough understanding of the organization and the job itself.
I work to develop a behavioral profile that combines an emphasis on the overall
values and culture of an organization with what constitutes top performance in
a particular job. This form of interviewing referred to as behavioral competency
interviewing, with an emphasis on hiring for emotional intelligence, is shown
to increase the chance of picking the right candidate by two to five times over
traditional hiring processes.
What others are saying...
Rita is sharp, to the point, and gets people and issues quickly. She helped me understand the power of empathy as a tool for motivating and engaging my staff.
Sonoma County Regional Parks Director
County of Sonoma