Power Toolsfor Hiring Winners Pdf
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How to Hire the Best !
description
Hiring is the most important thing we do for our businesses. So why do we leave it to chance? The most successful businesses take no chances. They have experts help them develop the whole process; from job description to the new-hire\'s first day. Watch the presentation to learn more.
Transcript of Power Toolsfor Hiring Winners Pdf
How to Hire the Best !
Who Applies ?
36% increase in number of job applicants are not eligible for rehire due to:
Personality conflicts
Disciplinary problems
Theft
Embezzlement
Misconduct
Avert Inc., 1998 800,000 background checks
InterviewsResearch by Michigan State’s School of Business concludes:
Tests/assessments predict job success 52.5% better than interviews only.
81.2 – 88.5% of candidates selected by interviews only failed to meet job success criteria.
30 million new-hires lied on resumes from 2005 -2008.
61% résumés are “inaccurate.”
7.9% of applicants have acriminal record.
25.7% misrepresent education and credential records.
Avert Inc., 2008 1.8 million background checks
ResumesResumes
AWARD OF VALOR
PRESENTED TO:
FOR:
AWARDED BY:
DATE:
Sales Award
Presented to:
For Sales of:
Date:
Presented to:
For:
Presented by:
Dated:Award ofMerit
Presented To:
Date:
What Is the Cause?
85.4 % of all job failures are caused by poor work habits, not technical skills.
This is a measure of an individual’s work habits.
Employers say good work habits are more important to identify than technical skills.
Work habits are difficult to teach, or change.
Technical skills can be taught.
Dell Still, High Impact Hiring, 2002
“One third or more of all hiring decisions are outright failures.
“In no other area would we tolerate such dismal performance.”
Peter Drucker
Consequences of Bad Hires
Increased costs of employee turnover.
Training, including management time.
Full pay and benefits during training, before full productivity is reached.
Lost sales opportunities.
Continued costs of mistakes made by bad hires.
Consequences of Bad Hires
Loss of knowledge and experience built up by departing people.
Loss of customer confidence.
What Does Turnover Cost ?Every time an employee leaves, it costs your company money:
Recruiting ExpenseAdvertising, Recruiter FeesResume Screens, InterviewsBackground Checks
Lost Sales and Profits
Training Costs
Management Time
Mistakes
Reduced Profits
1. It requires a commitment to change.
2. Stop, examine the tools you use.
3. Keep only what really works.
4. The hardest part of changing the tools you use is human nature itself.
5. Remember, it is aboutthe money!
What’s the Answer ?
Invest In Candidate SelectionCompanies spend 5 to 20 times more money on training a person than hiring that person
Pick the Person Who Will Succeed Companies that invest more money in selection and hiring…
…hire more people who become top producers.
Testing is Acceptable!
92% of applicants surveyed found tests acceptable, while only
three percentresented it. The rest
had no opinion.
Source: Molding Systems, May 1999 v57 i5 p56(1).
The Assessment Industry In
2001…
• 19 of 20 Fortune 500 used tests
• Usage continues to increase at all size companies
• Minimize Legal Liability
• Minimize Poor Performance
• Identify Potential Problems
• Reduce Turnover
• Increase the Quality of Employees
• Maximize Performance
Wayne Outlaw, Smart Staffing , pages 125-126
Top Five Reasons to Use Tests
Why Organizations
Use Assessments
Better Selection
Correct Placement
Improved Training
Outcomes
Better Performance
Management
Career Guidance
Better Succession
Planning
Source: Testing and Assessment: An Employer’s Guide to Good Practices
U.S. Dept of Labor 2002
Power Tools for Hiring Winners
• Validated and researched Tests and assessments.
• EEO and ADA legal compliance.
• Web-based testing and reporting technology.
Power Tools
for
Hiring Winners!
Assessments are
Solutions for Success
4 Areas…..
•Management/Professional
•Sales
•Frontline
•Basic
Key Employer Responsibilities
Non-Discriminatory
Legally Compliant
Safe Workplace
Productive Workplace
SELECT
Frontline
20+ Industry Specific Tests
•Customer Service
•Production And Distribution
•Inside Sales
•Administrative Support
•Receptionist
•Convenience Store
•Personal Services
•Leasing Agent
•Health Care
•Hospitality
•Customer Support
•Call Center
•Help Desk
•Retail Manager
•Retail Sales
•More
SELECT
Most SELECT surveys measure certain core constructs:
Productive Attitude
Energy
Frustration Tolerance
Acceptance Of Diversity
Integrity / Work Ethic
Abilities (optional)
Plus industry specific factors
What it Measures
SELECT
Frontline
Job Task Questions
Structured Interviews
Behavioral Interviewing
Decision and Selection Guide
SALESMAX
Sales
•Measure Sales Motivations
•Identify Attitudes
•Test Sales Knowledge
Where to use SALESMAX
Business to Business Sales.
Complex, Consultative Selling
Vertical Markets.
Tangible Products.
Niche Markets.
Intangible Products.
Service Sales.
SALESMAX Delivers
• Validated results.
• Predictive sales success potential.
• Easy to customize and validate to your organization.
• Interview questions based on assessment results.
SALESMAX Measures
Key DimensionsEnergy Level.
Follow - Through.
Self Reliance.
Resilience.
Responsibility.
Optimistic Outlook.
Sociable.
Assertiveness.
Coachability
ASSESS
Professional
Comprehensive Assessment Battery
Intellectual Abilities
Personality Survey
User-Friendly Reports Include:
Graphic Profile
Complete Narrative
Interview and Reference Suggestions
Behavioral Question Guide
Developmental Suggestions
Professional Psychological Evaluations Without The Cost of a Psychologist
ASSESS
What Does It Measure?
• Intellectual Ability
– “Horsepower”
• Personality
– “Driver”
This is How You
Hire the Best !
Next Steps…
Power Tools for
Hiring Winners
