Due diligence – the great contradiction

If you were considering purchasing a capital asset like a tele-handler, a forklift, a crane, or a commercial refrigeration unit, you’d want to do some due diligence. After all, you’re looking at spending somewhere between $50,000 – S150,000 – maybe more.

 So, what would your due diligence look like?

• Research on the available models
• Maybe a test-drive
• Read some reviews
• Check out the specifications
• Perform a cost-benefit analysis
• Compare models and prices
• Request a demonstration
• Check the warranty terms
• Investigate what support comes with it.

 Great! Looks like you’ll be able to make a really informed decision about your investment.

 But let’s look at a different category of asset: an employee.

This new employee is going to cost you somewhere between $50,000 – $150,000 (in the first year) – maybe more, depending on the role you’re recruiting for and the current market demand-supply equation.

You know where I’m going here, right? Yep, what does your due diligence look like for this “asset?”

 If you’re like most employers, it’ll probably pan out something like this:

·       Read the resume

·       Invest 30-60 minutes asking questions about their skills, qualifications, strengths, etc.

·       Phone referees

·       Check them out on social media

Let’s see…is that enough, given the investment you’re about to make?

What if you knew how aligned to the job this employee asset would be BEFORE you read their resume?

What if you already knew what pushed their buttons, and made them tick, BEFORE you asked your first interview question?

And what if you could predict the impact of this asset’s arrival on the team they’re going to join BEFORE you ever hired them?

Imagine having that insight at your fingertips every time you recruited. 

That’s why we help clients embed The Predictive Index. It gives them the missing bits of due diligence for successful recruiting, plus a whole lot more.  Book in for a complimentary demonstration today.