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Myth #4: First impressions are everything. A candidate needs to impress me in the first five minutes. |
Yes, first impressions are important. And the statistics continue to show that most managers decide at an unconscious level whether or not they want to hire a candidate in the first three minutes or so of the interview. The other 57 minutes are basically a charade aimed at gathering information – positive or negative – to support whatever that decision was.
Really good managers are aware of that tendency… and they work to counteract it. One important way they do that is to be clear on the desired outcome… that they are looking for a top performer, not a top candidate. This difference is critical… top candidates have a great résumé, show up on time and look the part, and so on… and these cosmetic factors we’ve been taught to value have no bearing at all on how long they will stay or how well they will work out. The list of attributes that are predictive of top performers is a completely different list.
Top performers share a very distinctive set of attributes and attitudes. They learn fast. They take responsibility. They build solid relationships. They think and act differently, and they fit differently in your business. You can rely on the Fit First Philosophy to help you flag these top performers… it will power your business to better results and a stronger P&L.
When managers decide how to allocate their time for managing performance, the ends of the curve tend to get the most attention: the stars and (more often) the problem children. But what about the folk...
The ProfileXT is unique in that it addresses the four critical aspects of fit, and that it adds value throughout the employee lifecycle.
Travel agency sees big gains in employee productivity and weekly sales, and cuts turnover nearly in half, simply by hiring people who are like their top performers.