How do I stop hiring the wrong people?

Experience and qualifications aren't good enough.

Years of experience predict performance at .06 and staying at .00 (Van Iddekinge and others, 2019). A filter built on them is mostly filtering on noise.

Overriding a consistent method makes hiring worse.

When firms introduced a consistent test, new hires stayed about 25% longer. Managers who overrode the test's advice hired people who left 6 to 7% sooner (Hoffman, Kahn and Li, 2018). This is an argument for giving managers better information, then letting them decide with it in front of them.

Bad hires are expensive, and early leavers more so.

Replacing someone costs about £30,614 and takes 28 weeks to reach full productivity (Oxford Economics, 2014). A bad hire can cost up to three times salary; the REC's worked example puts a £42,000 hire at £132,015 (REC, 2017). 41% of UK employers saw new hires quit within 12 weeks (CIPD, 2024).

Tell Kit about your team.

Who you've loved working with, and why. Who did well with you, and why. The hires that didn't work out, and what went wrong.

Kit writes four things, in the manager's words.

A picture of the top performer. The standard every applicant is measured against. The advert. And what a CV won't show you. Your team signs it off before Kit speaks to anyone.

Every applicant, from any source (LinkedIn, the company site, internal referral, online sourcing, agencies), is scored against the same top-performer rubric.