Hiring Performance

This article applies to users of Business DNA interested in improving hiring performance and applying natural behavior to the hiring process. 

Common Questions:  

How can DNA insights improve the hiring process? 

Solution Overview: 

This article discusses how to use DNA insights to address common hiring challenges. 

Video Walkthrough: 

Note: This video was recorded using the legacy system. There may be reports referenced that are not available in the new system.  If you have questions, please contact support. 

Details  

Hiring often comes with challenges like not hiring people suited for a role, not clearly understanding what you need for a role, and finding candidates that are not a good fit for the team or manager.  Hiring a bad-fit employee is costly for organizations. 

Studies by John Hunter, Ph.D., at Michigan State University, show that the interview process is only 14% accurate in predicting a successful hire, that background and reference checking has a 26% accuracy, that aptitude and personality profiling has a 53% accuracy, and that job profiling increases the accuracy to 75%. 

The DNA Natural Behavior system allows for both personality and job profiling. 

To profile the job role – look at the tasks required for successful performance of the role and map to natural behavior traits that are aligned with those tasks. Then you can also profile the candidate to uncover talents with our discovery that has a high level of accuracy and helps teams make better decisions. 

While we never recommend that candidates are accepted or rejected based solely on DNA insights, these insights can be beneficial in determining how to interact with the candidate and whether the candidate may be successful in working in a specific role. 

The DNA Hiring Performance Process is: 

1. Build a positive hiring culture based on a defined belief system and clear processes. 
2. Identify the role, knowing the talents required based on the current team member’s behavioral styles and activities to be performed. 
3. Create a Role Benchmark by reviewing the behaviors for the role based on successful performers 
4. Match talent to the role by having the candidate complete their Natural Behavior Discovery before the first interview 
5. Match to manager by comparing the manager's and candidate's strengths and struggles. 
6. Conduct behavioral interviews using powerful questions based on the strongest behavioral factors. 

If you want more support in creating and using our hiring performance process, visit www.dnabehavior.com and look at our hiring consulting services.   

Here is the link for the DNA Booklet:

A Guide to the DNA Hiring Performance Process

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