Power Toolsfor Hiring Winners Pdf


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Successful companies never leave the hiring process to chance.
They never hire people based on "gut feelings." So what do they do that assures them success?

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Power Toolsfor Hiring Winners Pdf

  1. 1. How to Hire the Best !
  2. 2. 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
  3. 3. Interviews Research 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.
  4. 4. Resumes 30 million new-hires lied on resumes from 2005 -2008. 61% résumés are “inaccurate.” 7.9% of applicants have a criminal record. 25.7% misrepresent education and credential records. Sales Award Presented to: Presented to: For: For Sales of: Date: Presented by: Award of Dated: Merit AWARD OF VALOR Presented To: Date: PRES ED T ENT O: FOR: AWARDED BY DAT : E : Avert Inc., 2008 1.8 million background checks
  5. 5. 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
  6. 6. “One third or more of all hiring decisions are outright failures. “In no other area would we tolerate such dismal performance.” Peter Drucker
  7. 7. 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.
  8. 8. Consequences of Bad Hires  Loss of knowledge and experience built up by departing people.  Loss of customer confidence.
  9. 9. What Does Turnover Cost ? Every time an employee leaves, it costs your company money:  Recruiting Expense Advertising, Recruiter Fees Resume Screens, Interviews Background Checks Lost Sales and Profits Training Costs Management Time Mistakes Reduced Profits
  10. 10. What’s the Answer ? 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 about the money!
  11. 11. Invest In Candidate Selection Companies 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.
  12. 12. Testing is Acceptable! 92% of applicants surveyed found tests acceptable, while only three percent resented it. The rest had no opinion. Source: Molding Systems, May 1999 v57 i5 p56(1).
  13. 13. The Assessment Industry In 2001… • 19 of 20 Fortune 500 used tests • Usage continues to increase at all size companies
  14. 14. Top Five Reasons to Use Tests • 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
  15. 15. Why Organizations Use Assessments  Better Selection  Better Performance  Correct Placement Management  Improved Training  Career Guidance Outcomes  Better Succession Planning Source: Testing and Assessment: An Employer’s Guide to Good Practices U.S. Dept of Labor 2002
  16. 16. Power Tools for Hiring Winners • Validated and researched Tests and assessments. • EEO and ADA legal compliance. • Web-based testing and reporting technology.
  17. 17. Assessments are Power Tools for Hiring Winners!
  18. 18. Solutions for Success 4 Areas….. •Management/Professional •Sales •Frontline •Basic
  19. 19. Key Employer Responsibilities Non-Discriminatory Legally Compliant Safe Workplace Productive Workplace
  20. 20. Frontline SELECT 20+ Industry Specific Tests •Customer Service •Health Care •Production And Distribution •Hospitality •Inside Sales •Customer Support •Administrative Support •Call Center •Receptionist •Help Desk •Convenience Store •Retail Manager •Personal Services •Retail Sales •Leasing Agent •More
  21. 21. SELECT What it Measures Most SELECT surveys measure certain core constructs:  Productive Attitude  Energy  Frustration Tolerance  Acceptance Of Diversity  Integrity / Work Ethic  Abilities (optional)  Plus industry specific factors
  22. 22. Frontline SELECT Job Task Questions Structured Interviews Behavioral Interviewing Decision and Selection Guide
  23. 23. Sales SALESMAX •Measure Sales Motivations •Identify Attitudes •Test Sales Knowledge
  24. 24. Where to use SALESMAX  Business to Business Sales.  Complex, Consultative Selling  Vertical Markets.  Tangible Products.  Niche Markets.  Intangible Products.  Service Sales.
  25. 25. SALESMAX Delivers • Validated results. • Predictive sales success potential. • Easy to customize and validate to your organization. • Interview questions based on assessment results.
  26. 26. SALESMAX Measures Key Dimensions  Energy Level.  Follow - Through.  Self Reliance.  Resilience.  Responsibility.  Optimistic Outlook.  Sociable.  Assertiveness.  Coachability
  27. 27. Professional ASSESS  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
  28. 28. ASSESS What Does It Measure? • Intellectual Ability – “Horsepower” • Personality – “Driver”
  29. 29. This is How You Hire the Best !
  30. 30. Next Steps…
  31. 31. Power Tools for Hiring Winners