A Scientific Approach to Better Hiring

Most companies have endured the damage of a bad hire. From the time and money spent onboarding a new hire to the negative effects on productivity and morale, the impact of placing the wrong talent can resonate long after that employee has been released. According to a 2012 survey conducted by CareerBuilder, one in four companies surveyed shared that they had made a bad hire in the last year that cost them at least $50,000. What becomes harder to calculate is the indirect expenses that spiral from that bad hire. Unfortunately, bad hires become almost an expected cost of doing business, and companies often do little to examine how these seemingly qualified candidates slipped through the system.


At Oris Search Group, we’ve not only helped several organizations find the right talent, but we have also examined the methods and strategies that help our clients avoid the pitfalls of a mis-hire. What we provide is a scientific approach to the hiring process that minimizes the opportunity for candidates who may not be as qualified as they present themselves.


What Causes Bad Hires?

A scientific approach to hiring requires a dispassionate, objective understanding of the facts regarding poor hiring practices. The same CareerBuilder survey cited earlier also garnered statistics regarding why companies made poor hiring choices. By far, the most common reason, which was claimed by nearly 40% of survey participants, was that their company needed to fill the position quickly. Equally alarming, however, was that 1 in 5 participants admitted to insufficiently testing or researching an employee’s skills, and 1 in 10 admitted that they failed to perform adequate reference checks.


The positive message from these numbers is that each of these represents an error that can be easily recognized and rectified. Properly vetting and testing applicants and appreciating the importance of selecting the right candidate over the “right now” candidate can make an enormous difference in one’s hiring practices.


Establishing a Process

The psychology regarding hiring practices is such a paramount subject that it dominates the scientific study of the workplace, which is referred to as industrial-organization psychology (I-O psychology). One of the most crucial steps in the hiring process is the interview phase. According to research, while many hiring managers believe themselves to be excellent judges of professional character, they often rely on gut instinct rather than proven methodologies, opening themselves up to inadequate hires and missed opportunities. Additionally, many companies rely solely on the traditional interview model as their sole mean of assessment. While interviews are a crucial piece of the puzzle, they are just that:  a piece. A well-rounded approach to hiring should include a variety of assessments and evaluative materials that offer employers more than one view on a candidate.


At Oris Search Group we understand the challenges that often obstruct organizations throughout the hiring process. We leverage recruiting and direct industry experience at executive levels to take an objective approach to the hiring process. We have seen what works and what doesn’t, and we are constantly scrutinizing our own processes to ensure that they are as effective and efficient as possible. Additionally, we have systems and resources in place to improve your hiring practices, properly vet candidates, and deliver talent that is right for the position and right for your company.