It’s both exciting and stressful to hire new team members.
On the one hand, you have excitement, thinking you can get some fresh energy into the team, and the hope that you can hire the perfect candidate who can deliver what you need.
On the other, in the back of your mind, you might have a little anxiety thinking that if this person doesn’t work out, you risk wasting your time and having your judgment questioned — as you’re the one who hired them, right?
HR teams are well aware of the cost of a bad hire, which can include lost productivity, lost time and costs associated with recruiting and training, damage to employee morale, and possible damage to a company’s reputation or client relationships.
According to research by CareerBuilder, those costs add up to $17,000 on average for each bad hire.
That’s why many companies implemented and now use the STAR method — to lower their risk of a bad hire.
The method has been around for decades. Consulting firm DDI is credited with creating the STAR method back in the 1970s. Yet it continues to gain steam because having a structured interview process can increase a hiring manager’s objectivity and improve comparability between candidates.
Full blog available on Medium.
Credits:
Read aloud by the author.
Image credits:
Photo by Eric Prouzet on Unsplash
Music credits:
True Feelings: Relaxing Lofi by The Turquoise Moon
Relaxing Lo Fi Chill by Sondé
Sofa Sleeping by Jon Presstone
Mastering the STAR Interview Method