VBI Hiring the Right Person

by JMoorE_8900_nh2024 | Dec 18, 2024 | Business

Value Builders International

The Challenge of Hiring the Right Person for the Right Job: A Formal Axiology Approach

Hiring the right person for the right job is one of the most critical and difficult tasks businesses face. Many companies invest significant time and money in the hiring process, but despite thorough interviews and glowing resumes, they often find that job performance falls short of expectations. This mismatch can be costly—both financially and in terms of team morale and company culture. The challenge lies in not just hiring a candidate with the right skills but ensuring they are the right fit for the company’s culture and the specific demands of the role.

The science of formal axiology, particularly through the use of the Hartman Value Profile (HVP), offers a solution to this hiring dilemma. It provides a measurable and objective way to evaluate candidates’ thinking patterns and values, ensuring that they align with the job’s intrinsic, extrinsic, and systemic demands. By applying this method, companies can make more informed hiring decisions, improve productivity, and save significantly on hiring costs in the long term.

Why Culture Fit is Key

Hiring the right person involves more than just matching skills to job descriptions. A candidate may have the right technical abilities, but if they do not fit into the company’s culture, they may struggle to adapt, collaborate, or contribute positively to the team. Culture fit affects everything from employee satisfaction to retention, and it has a profound impact on overall company performance.

When considering culture fit, it’s important to assess whether a candidate shares the company’s values, work ethic, and attitude toward collaboration. A well-aligned hire will thrive in the environment, whereas a poor fit may lead to disengagement, reduced morale, and eventually higher turnover.

Matching People to Job Types Using Formal Axiology

Every job requires a different set of strengths, values, and thinking patterns. Formal axiology, through the Hartman Value Profile, provides a framework for matching candidates to the type of work they are most likely to excel at by measuring their values across three dimensions:

Intrinsic Values: These pertain to people and relationships. Jobs that involve high levels of human interaction, such as customer service, counseling, or leadership roles, require individuals with strong intrinsic value systems. These individuals are naturally attuned to others’ emotions and can build strong relationships.
Extrinsic Values: These relate to tasks, processes, and practical outcomes. For jobs that involve technical skills, operations, and productivity, such as engineering or manufacturing, a person with strong extrinsic values is ideal. They focus on efficiency, results, and tangible outputs.
Systemic Values: These involve structure, planning, and strategy. Jobs that require strategic thinking, long-term planning, or complex problem-solving, such as executive roles or project management, need individuals with strong systemic value systems. They excel in analyzing systems and creating order and structure.

The Cost of a Bad Hire

Hiring the wrong person can have serious financial repercussions. According to the U.S. Department of Labor, a bad hire can cost a company up to 30% of that employee’s first-year earnings. For a high-level position, this can equate to tens of thousands of dollars or more. The costs go beyond just the direct salary—there are also recruitment fees, onboarding costs, lost productivity, and potential damage to team dynamics. Furthermore, a bad hire can lead to lower employee morale, increased turnover, and missed business opportunities.

Why Interviews Are Not Enough

While interviews are a common tool for assessing candidates, they often fail to predict job performance accurately. Candidates may perform well in interviews, presenting themselves confidently and answering questions to the interviewer’s satisfaction. However, interviews only provide a snapshot of a person’s ability to perform under controlled conditions. They do not always reveal how well the candidate will fit into the company’s culture, how they handle real-world job pressures, or how they align with the specific demands of the role.

This is where formal axiology comes in. The Hartman Value Profile measures a candidate’s thinking patterns and values beyond what is typically revealed in an interview. It assesses how they prioritize people, tasks, and systems, providing insights into whether they are the right fit for the job based on their intrinsic, extrinsic, and systemic strengths.

The Hartman Value Profile: A Game Changer in Hiring

The Hartman Value Profile evaluates candidates’ values and decision-making patterns, allowing employers to see beyond surface-level qualifications. By understanding how candidates think and make decisions, businesses can ensure they hire individuals who are a natural fit for both the role and the company.

How HVP Can Improve Hiring and Productivity

Targeted Hiring: Using the HVP to assess candidates before hiring can help businesses identify whether they are intrinsically, extrinsically, or systemically oriented, and place them in roles where they will thrive.
Reduced Turnover: A better job fit leads to higher employee satisfaction, reducing turnover and the associated costs of rehiring and training.
Improved Productivity: Employees placed in roles that align with their value systems are more engaged and productive. They perform better because their strengths are in alignment with the job requirements.
Informed Career Development: The HVP can also serve as a tool for career development. Once hired, it can be used to guide personal growth, helping employees understand their strengths and areas for improvement. This not only boosts individual performance but also enhances team dynamics and overall company efficiency.

Balancing Intrinsic, Extrinsic, and Systemic Decision-Making

To make effective hiring decisions, it is crucial to maintain a balance between intrinsic, extrinsic, and systemic values within your team. By ensuring that each job role has the right value alignment, you create a well-rounded team that can handle different aspects of the business effectively.

Intrinsic Dominance: Positions that require strong interpersonal relationships, such as human resources or customer service, should be filled by candidates with high intrinsic values. They are naturally empathetic and will excel in roles that require interaction with people.
Extrinsic Dominance: For roles focused on processes and outcomes, such as operations or technical positions, hiring individuals with a strong extrinsic orientation is essential. They are task-focused and can drive productivity and efficiency.
Systemic Dominance: For jobs that involve planning, strategy, and organization, such as executive positions or project management, candidates with high systemic values are ideal. They can see the big picture and align decisions with long-term goals.

Conclusion

Hiring the right person for the right job is one of the most impactful decisions a business can make. The science of formal axiology and the Hartman Value Profile provides a powerful tool to enhance hiring processes, ensuring that candidates are not only qualified but also aligned with the company’s culture and the specific demands of the role. This alignment leads to better productivity, lower turnover, and higher overall success for the organization.

Implementing the Hartman Value Profile into your hiring process can significantly reduce the risk of bad hires and save money in the long run. It allows you to build a team of employees whose strengths match their roles, fostering a culture of growth, collaboration, and long-term success. Moreover, it provides a foundation for continuous performance improvement, ensuring that your team remains adaptable and effective in the face of evolving business challenges.