The big question is how?  With all the various screening, selection tools and assessment opportunities that exist how can so many hiring organisations get this so wrong? Is it a case of short cuts and assumptions that result in limited real knowledge of what drives performance in a role?  Job analysis is not a nice to have but an essential start point to develop the tools to identify the right talent to hire.

Not only would hiring more of the right people suitable skilled and qualified to perform job drive up performance but also this would be a significant contributor to reduced attrition and higher engagement.