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Why Your Hiring Process Won’t Work in 2025 · The Science of Leading

• 0:00
  Hey everyone-welcome back to The Science of Leading.
• 0:02
  I'm Claire Monroe, and-of course-I'm here with the one and only Edwin
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  Carrington.
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  Edwin, how's it going?
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  Doing well,
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  Claire.
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  Really good to be here.
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  And I think today's topic is...
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  yeah, right on time.
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  Hiring in 2025?
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  It's just-it's not what it used to be.
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  Right?
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  I mean, every company says stuff like,
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  "People are our greatest asset," but then it's still...
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  post a job, skim a few CVs, maybe do a couple calls-and just hope it
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  works out.
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  Why do you think that old way is still hanging on?
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  Well,
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  it's familiar.
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  It's what leaders have always done.
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  But let's be honest-this reactive,
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  resume-first approach?
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  It's expensive.
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  And not just in obvious ways.
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  When you rush to plug a gap, you're not just risking a bad hire-you're
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  opening the door to low morale,
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  lost productivity, and, yeah, real damage to the bottom line.
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  I mean, the data shows a bad hire can cost up to five times their annual
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  salary.
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  That's not just payroll-that's retraining,
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  turnover, missed opportunities,
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  the whole ripple effect.
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  Five times?!
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  Oh wow...
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  yeah, I didn't think it was that steep.
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  And it's not just money, right?
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  It's like-draining for the team,
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  for the manager, for everyone.
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  Exactly.
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  I worked with a manufacturing firm-this was a few years back-they were
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  hiring fast and off gut instinct.
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  Lots of turnover.
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  Like, serious churn.
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  We helped them shift to a more structured,
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  assessment-driven process.
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  Within six months?
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  Turnover dropped by 30%.
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  That kind of change doesn't just save money-it changes the whole energy
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  on the floor.
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  That's huge.
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  And it makes sense, right?
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  Like, last episode we talked about how behavioral assessments can uncover
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  stuff you'd never spot on a CV.
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  This feels like the next level-going from just "filling a spot" to actually
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  building a team that clicks.
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  Exactly.
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  The companies winning in 2025?
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  They're not hiring to fill-they're hiring to build.
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  It's a long game.
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  Okay, so...
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  if the old way's broken, what does the new way actually look like?
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  How do you build a hiring process that's,
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  you know, made for today?
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  It starts with intention.
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  Think of hiring like a sales funnel.
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  You don't just toss a product on a shelf and pray someone buys it,
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  right?
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  You create awareness, you attract,
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  engage, assess, and then-you close.
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  Talent is no different.
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  Every stage matters.
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  I love that.
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  But even at the first stage-like awareness-so many job posts are just...
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  blah.
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  Like, legal checklists, random buzzwords,
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  nothing that makes you go, "Oh yeah,
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  that's me." How do you make those stand out?
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  The best job descriptions
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  today?
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  They feel like invitations.
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  They tell a story-why this role matters,
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  how it moves the mission forward,
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  and who's likely to thrive.
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  I've seen tech companies nail this.
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  Instead of saying "must have five years of X," they paint a picture.
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  It's like-here's what you'll build,
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  here's the impact, here's where you'll grow.
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  So it's almost like your
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  employer brand starts with the job post.
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  And then-after that-you can't just hang out on LinkedIn and hope someone
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  scrolls by.
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  Right?
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  Exactly.
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  The best talent?
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  They're not all on LinkedIn.
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  Smart companies are using niche job boards,
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  referrals, social channels-even geo-targeted ads.
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  And tapping your own team-getting them involved in the process-that's
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  a game-changer.
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  Helps with rapport and cultural fit.
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  Yeah,
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  I've seen companies add little things to their listings,
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  like "Here's what your first 90 days look like" or "Meet your future
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  team." Feels...
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  real, you know?
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  Do you think that actually shifts who applies?
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  Absolutely.
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  When you make it human and transparent,
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  you attract people who are genuinely excited to join you.
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  That's your first filter.
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  And from there, it's about moving the right people through every
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  stage-awareness,
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  attraction, engagement, assessment,
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  decision, onboarding.
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  It's not just volume-it's precision.
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  And that's where metrics come in
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  too, right?
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  Like...
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  tracking who drops off, which channels work best-not just counting how
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  many CVs came in.
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  It's like what we talked about in that "Speed Game" episode-you can't
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  improve what you're not measuring.
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  Exactly.
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  Great hiring funnels are always evolving.
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  Just like a sales funnel, right?
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  It's not about how fast you go-it's about how well each stage works.
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  Okay,
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  so let's say your funnel's solid-you're pulling in great people.
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  How do you make sure you actually pick the right one?
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  Not just the best-written resume?
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  That's where assessments earn their
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  keep.
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  CVs tell you what someone's done.
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  Assessments tell you how they think,
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  how they work, how they'll fit.
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  Tools like OAD's let you evaluate things like communication style,
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  problem-solving, adaptability-even how well someone aligns with your
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  culture.
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  It cuts the guesswork-and the bias.
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  And it's not just one person making
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  the call anymore, right?
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  I've seen more teams getting involved.
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  Like group interviews, or even trial projects.
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  Does that actually help?
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  It does.
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  Team-driven interviews can surface strengths-or red flags-a manager might
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  miss.
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  And for the candidate?
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  They get a feel for the real culture,
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  not just the shiny version on your website.
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  Okay,
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  so...
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  you've made the hire.
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  But I've seen so many companies just drop the ball there.
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  Like-"Here's your laptop, good luck." What does great onboarding look
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  like?
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  I worked with a global retailer once.
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  They had sky-high new hire turnover.
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  When they rolled out a structured 30-60-90 day onboarding-clear goals,
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  feedback loops, team intros-their retention jumped 70%.
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  Yeah-seven-zero.
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  What changed was how they welcomed people.
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  It wasn't just, "Here's the job"-it was,
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  "Here's how you succeed here."Seventy percent??
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  That's insane.
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  Was it just the plan, or were there other things they changed?
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  It was
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  both.
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  The plan gave structure, but they also focused hard on culture immersion.
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  Real team connections, value-based intros,
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  personalized training paths.
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  The message was-you belong here.
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  You matter.
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  That's such a good reminder that the work doesn't end with
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  the offer letter.
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  It's not about getting people in the door-it's about helping them thrive
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  once they're inside.
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  And those are the companies where people stay.
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  And tell their friends.
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  Exactly.
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  When you treat hiring-and onboarding-as an integrated,
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  strategic system, you don't just build teams.
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  You build momentum.
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  Okay-perfect place to wrap for today.
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  And hey-if you want to see how this actually works in practice,
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  head to O-A-D dot A-I.
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  You can book a free demo and see how their behavioral assessments and
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  hiring tools help you build smarter,
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  stronger teams-right from the start.
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  Thanks,
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  Claire.
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  Always great talking through this.
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  And thanks to everyone listening.
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  We've got more coming soon on The Science of Leading,
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  so we hope you'll stick with us.
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  See you next time!
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  Take care, everybody.
• 6:47
  Goodbye, Claire.
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  Goodbye, all.