Top 5 Reasons New Employees Fail and What Can Be Learned From Them

We can all agree that the technical competency of a potential new hire is key to their success. However, this is only one small element of determining whether or not this person will succeed in your organization for the long-term. After determining whether a candidate is a technical fit for your position, the most important attributes any hiring authority should be seeking in a potential new hire are:

  • Coachability
  • Emotional intelligence
  • Motivation
  • Temperament

Leadership IQ (a global leadership training and HR research firm) conducted a 3-year study of 5,247 hiring managers from 312 public, private, business and healthcare organizations who collectively hired more than 20,000 employees during the study period. The results revealed some interesting statistics about why new hires fail within their first 18 months on the job:

  • 26% have low coachability meaning that they do not accept and implement feedback well.
  • 23% lack emotional intelligence and are unable to understand and manage their own emotions and assess others’ emotions.
  • 17% lack the necessary motivation and drive to excel in the position.
  • 15% have the wrong temperament (attitude and personality) for the position and corporate culture.
  • 11% lack the necessary technical skills.

What should hiring authorities take from these statistics?

Sometimes the resume is all that is necessary to determine if a security professional is a good technical fit for the position. But, just being a technical fit obviously isn’t nearly enough to predict how an individual will perform within your organization. Once you determine that an applicant has the needed skills, the focus of the interview should shift to the personality attributes of that candidate to determine if they possess the right attributes to be a fit for your organization. By doing this, the hiring manager can lessen the likelihood of hiring an individual who is not going to be with the company long-term.

 

Source: Leadership IQ

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