No one likes unpleasant surprises.
Especially when it comes to newly hired employees. For many managers, hiring is ultimately a leap of faith. Certainly they try to do all the right things. They attempt to ask the right questions. They listen to the candidate’s answers. They focus on being truly objective and realistic when trying to determine the person’s strengths and weaknesses. And they attempt to figure out not only how the individual will fit with the job, but also how the person will mesh with the existing team as well as the overall company culture. Most managers do their very best to make the right decision.
But guess what?
In the end, managers still get fooled.
Why? Because they have to make their choices knowing full well there are still things about the candidate they don’t know. Things that are beneath the surface, that just aren’t revealed during interviews. Hopefully these unknowns will be positives—hidden talents or abilities, areas where the individual is even stronger or more competent than they thought. But unfortunately, just as often the revelations aren’t happy ones and lead managers to think,
Too bad we can’t give you a crystal ball to predict a candidate’s future.
But Berke can provide you with some really useful data to help you do a much better job predicting performance. When you have candidates take a Berke Assessment as part of your hiring process, you’ll be able to:
With a Berke Assessment, you’ll have a much clearer picture of what you’re getting and not getting in your candidates. Fewer instances where your stomach sinks as you think, “Uh oh, I didn’t realize when I hired her this would be a problem.” Less time beating yourself up over things you wish you’d seen ahead of time.