The cost to bring in a new employee can be astronomical. On average, companies will have a 23% success rate in finding a viable, long-term candidate. How much will it cost your company to find and train 4 different candidates for the same role? 

A Balancing Act of Expectation and Interpretation

Even the most talented and thorough HR team will have to tackle a number of mitigating factors for a hire, from both their own procedures as well as external preconceptions and biases as to what an appropriate answer for an interview question will be.


The issue is in the nuance behind the interview process: job descriptions can only contain so much information to entice the right candidates, and management may not have an accurate understanding as to what would make a person successful in a role. In addition, interviewers can incorrectly gauge what a “good” answer to a question should look like due to biases or outdated procedural methods, and thus miss out on an opportunity to bring the perfect person into a role.


The sad fact is that more often than not, a candidate is disqualified before the objective data can be analyzed, causing frustration and a higher turnover rate than needed. 


This is especially prevalent in high-churn roles like sales or customer success, where the expectation to find qualified candidates who can meet quotas and feel satisfied in the role is beholden to outdated metrics that leave the qualities of a “successful” candidate up to subjective interpretations.


So how do you mitigate these factors to ensure you find the right person the first time? By making sure the candidate you select will not only flourish but will become an asset to your company in the future as they make their way up the corporate ladder.


Enter Fit-to-Role

Fit-to-Role is the term we at Aptology use to define areas of opportunity that show how a candidate’s behaviors match up to your team and the specific role in your company, based on objective metrics.


Fit-to-Role scores give your team an objective data set for qualifying external candidates for new roles and can show potential opportunities for placing them in a role that wasn’t previously considered.


In addition, you can also assess opportunities with current employees who have mission-critical skill sets that are either inherent or could be nurtured, thus saving the burden of having to go outside the company to find new talent. 


Increase Your Company’s Diversity Profile

In today’s hiring climate, showcasing a diverse employee pool is not only good for culture fit but will also allow you to attract top-level candidates who may have been previously overlooked due to hidden biases, whether conscious or not. 


Using our proprietary FitScore technology, clients leverage Aptology to quantify data that was previously unable to be calculated in an objective way. They leverage the resulting profile to remove bias from key steps in the employee journey and increase both revenue and retention.


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