First, let’s define what we mean by hiring with insight here.

Insight is about gaining an “accurate and deep understanding of someone or something”.

A bad hire at one company could be a great hire at another!

For hiring it’s clear why having insight is valuable. If you’re not making informed decisions, they’re probably not going to be the best decisions. When you compromise, the end result is worse for everyone involved in the process. The U.S. Department of Labour puts the cost of a bad hire being at least 30% of the employee’s first-year earnings. That means a bad hire isn’t a mistake companies want to be making!

This is why interviews have always been, and remain a pillar in the hiring process. Companies have to ask as many questions as possible to find out as much as possible about the person being interviewed. But, this is a time consuming process for companies. If a recruiter or a company knew more information about a person before they even had to do a phone interview with them, time would be saved for both parties. If and when they do progress to the next stage of the interview process, they’re already verified as a potential great match for the job. This helps avoid bad hiring decisions from the very start of the recruitment process.

A bad hire doesn’t necessarily mean that the person is bad at their job, or not a good employee! A job seeker with a resumé full of strong work experience will always be a strong contender for a job vacancy. However, more and more companies are realising it’s not all that matters, and hiring someone who will enjoy working at a certain company, and be able to fulfil their potential there will get better results.

For example, some people may thrive under a flat hierarchy, however others might realise that they work better when more closely managed, or guided. If a company strongly values teamwork over autonomous work, then an individual who also shares this belief is inherently going to work better, and enjoy their time at a company more than someone who doesn’t!

The cost of turnover thanks to poor culture fit can be between 50–60% of the person’s annual salary, according to the Society for Human Resource Management (SHRM).

A bad hire at one company could be a great hire at another, and a job matching platform like SymbaSync puts job-seekers in the right place at the right time for companies that are hiring. This way job-seekers get the best results from their job search, and allows organisations to get the optimal results from their hiring process.

Get accurate job matches through a holistic and insight led approach with SymbaSync.

SymbaSync lets recruiters make more informed decisions, quickly. By taking into account not only work history, but allowing the weighting and ranking of preferred skills to use, preferred type of workplace culture, management style, office layout and more, companies can hire the people who will work best in their specific company environment.

Most current recruitment tools don’t provide this level of data to job seekers or to those in charge of hiring. This makes SymbaSync a perfect tool for recruiters looking for great candidates who’ll fit in their organisations. The same idea applies also to job seekers — the ability to have more control over the application process means you’ll receive more accurate job matches, that cater to your skills and interests.

In the long term, having a great job fit reduces employee turnover, andmaximises job satisfaction for whoever is hired, providing big value to the company! The shorter the on-boarding time, the less expensive it is to hire new people at a company. In the short term, it drastically reduces the recruitment & selection time by winnowing candidates to only those who match a company’s selection criteria, and job seekers are matched with companies that they would enjoy working at. No more wasted time!

By hiring this way, both the organisation hiring and the job seeker can be setup for long term mutual success.