Candidate Intelligence

The Managers' Dilemma

Andrew Buhrmann
September 30, 2022
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First and foremost, we need to address that hiring is not an exact science; it is more of an art. No amount of technology can ever predict a “perfect hire.” A perfect hire is something that can only be achieved once you are able to measure a new employee’s production and their impact on the business. Past experience does not guarantee future success and the combination of variables in the personal and professional lives of candidates change so rapidly that no system can ever match an employer with a perfect hire.

Technology can however, provide support to a manger by analyzing candidates on attributes that can’t be gleaned with a simple manual resume review process. Understanding how candidate resumes relate to job openings on a deep level can allow for more informed decisions. A manager’s true objective in the hiring process should be to make the best possible decision on the given set of candidates and then move on as quickly as possible. Even if the end result is not ideal, there is power in knowing that every potential candidate was analyzed in great depth.

With all the technological advancements and tools available today, it is amazing that managers admit 20% of their team shouldn’t have been hired in the first place, employee turnover costs U.S. businesses an estimated $300 billion, and that 80% of employee turnover is due to bad hiring decisions. What the industry has not focused on is helping managers and the HR teams to make better decisions on the candidates they are presented with.

Our customers have recognized the benefits of sound decision-making and I encourage you to take a look at what the Vettd scoring system can offer. We’re not telling you specifically who to hire, we’re just doing some of the legwork for you.