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The SAT is Going Digital
Are we still assessing potential new hires using outdated metrics?
Do you remember what you got on the SAT? Do you think that score has any correlation with the professional success you have had since high school?
I’m not talking about how a good score may have been required for admission to the college or university you attended. I’m basically asking if the score you got on a test in high school has a current impact on your performance as a professional in 2022.
It’s probably not that big a predictor, right?
When hiring, too many companies put an emphasis on things that can be listed on a resumé. It’s quantifiable, of course, and it makes the hiring process seem more fair. But while people are hired for what is on their resumés (and it’s a good idea to have applicants exceed minimum standards), they are usually let go for things that are NOT on their resumés.
Like modern college admissions, our hiring process needs to adapt to consider many factors that influence the applicant’s likely success. Consider:
Are they a good fit for the team, and for the larger corporate culture? This does not mean that they have to be very social or a “good team player.” But make sure that they can “mesh” with the rest of the team—some teams are competitive; some teams are like families; some teams value collaboration; others prefer autonomy and individual accountability. All can be effective, but some people will fit better on some, but not on others.
Does the position offer them opportunities for the kinds of professional growth and development that they want?
Are we maximizing their potential for success by connecting them with a mentor if/when they are hired? We can also make sure we are putting them with a supervisor who recognizes their strengths and areas for growth, and we can give them the onboarding resources they need.
The first step to developing excellent morale and retention is bringing in the right people. It’s better to hire the solid performer who fits the team dynamic and will thrive (and help others thrive) than to hire the temperamental genius who will make office-life miserable for the rest of their team.
In short, an SAT score of 1600 is not the only thing that should be considered in admissions, or in hiring. Other factors are much more predictive of success within our firms—what are those factors for hiring onto your team?