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Hiring For Trust
With hiring decisions often made in five minutes after a single interview and based on nothing more than a gut “coin flip,” what has been the outcome? According to research from BambooHR, an HR software company in Salt Lake City, about one-third of new hires quit within the first six months, with 68 percent of those departing within the first three months.
If your company is not hiring for trust, it’s probably because it is lacking in the core values of your organization, making hiring for trust nonsensical. Sadly, most leadership teams and their HR professional staff have never considered the role trust plays in organizational success, beginning with hiring practices. Even sadder, working from home has now further compounded the glaring lack of trust that exists between employees and employers, making hiring even more challenging.
In fact, according to Jim Harter Ph.D., the Chief Scientist for Gallup’s workplace management and well-being practices, U.S. employee engagement has reverted back to pre-COVID-19 levels. From the most recent Gallup measurement spanning July 13 through Sept. 27, the percentage of engaged employees — those who are highly involved in, enthusiastic about and committed to their work and workplace — has dropped back to just slightly above the pre-COVID-19 rate of 35 percent to 36 percent.
