"What was any art but a mould in which to imprison for a moment the shining elusive element which is life itself - life hurrying past us and running away, too strong to stop, too sweet to lose."Willa Cather
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Job Downsizing - Make The Best Of It
You're working at your family's welding business during the day, and then go to your second job at night. You're 50-some years old, working as a cashier at Target. You always said that if you're 40 years old and have a career that requires you to wear a ...
Making Sure You Have Good Employment References
Most people don't give much thought about references until after a potential employer asks for them. After all, searching for a job is very time consuming and doesn't give you much of a chance to think about anything except getting interviews. But ...
Working in Dubai
Dubai in the United Arab Emirates is one of the world’s fastest growing employment hotspots in the world. Up to 20 new companies establish themselves in the emirate’s free trade zones every week and since 2002 some 650 companies have registered in the ...
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Here is a true story. My dentist did a “clinical” evaluation of my teeth. That is his fancy way to say he looked in my mouth and starred at my teeth with his own two eyes. He found no cavities in his “clinical” evaluation. I felt happy and relieved!
But then he took a quick x-ray. Lo-&-behold, the x-ray immediately spotted a cavity hiding under one of my fillings!!
In other words, what you see is not always all you get!!! An objective x-ray found a lot more important information than a highly trained eye.
Likewise, some applicants come across fine in a job interview. But, they then proceed to flop after you put them on the payroll. In fact, huge amounts of research prove most interviewers do poorly at predicting how an applicant will do, if hired.
So, it is crucial for a manager to use special “x-rays” to spot potential trouble lurking within an applicant – and also uncover skills and talents that will prove beneficial on-the-job. Here are five superb “x-ray” methods you can use immediately to help you hire high-achievers – and stay away from underachievers.
1. Pre-Employment Tests
Research shows that customized tests are the best way to accurately predict on-the-job performance. You can use three types of tests:
A. Behavior tests – to evaluate interpersonal skills, personality, and motivations
B. Abilities tests – to predict brainpower in problem-solving, vocabulary, arithmetic, grammar, and handling small details
C. Character tests – to detect a “bad apple” who has a bad work ethic or might steal
Tests can be given in paper-&-pencil test booklets or on the Internet. Importantly, only use tests designed for pre-employment assessments.
Customize tests you use by doing a “benchmarking study” to find out how your highly productive, low-turnover employees typically score. Then, you quickly can compare applicants’ test scores against scores of your most productive employees. Of course, you can show preference for applicants who score like your winners.
2. Remember One Truism
When I deliver my speech or seminar on Hire the Best -- & Avoid the Rest™, I always point out: Whatever behavior you see from the applicant during the screening process is likely to be the very best behavior you ever will see from that person! You surely witnessed this truism.
Let’s say you want to hire a high-energy person. Candidate A stays very high-energy during your entire screening process, including all in-depth interviews. Candidate B starts interviews high-energy (a good sign) but then acts increasingly drained as the interviews go on (a bad sign). Candidate A is much more likely to be high-energy on-the-job than Candidate B. Do not expect Candidate B to suddenly explode with energy if you hire that person.
3. Referrals from Your Best Employees
Winners hang around with winners. Losers hang around with losers. Your best employees probably hang around with high-achievers. Ask those employees to refer applicants.
4. Bio-data
I’m not referring to DNA. Instead, bio-data is biographical data. Here’s how to benefit from bio-data. Grab the files on your superstar employees. Look for
common work-related experiences or education that most of them have.
For example, one company I consulted to wanted to hire salespeople to sell a service (not a product). Upon examining bio-data of the company’s superstar salespeople, we found the high-achieving salespeople had worked selling services. Most of the company’s underachieving salespeople worked in sales, also. But, the underachievers sold products, not services.
Interestingly, the same company also discovered most of its superstar salespeople worked at McDonald’s for six months or longer in high school or college. This showed an interest in serving customers (after all, that is what McDonald’s stresses) plus stick-to-itiveness (lasting six months or more in a normally high-turnover job). So, start digging into your bio-data treasures located in employees’ files.
5. RJP
RJP stands for realistic job preview. To do an RJP, (a) show applicants exactly what they will do on-the-job if you hire them, (b) let applicants think about it for 24 hours, and (c) then ask applicants if they want to take the job. Research shows employers who give detailed RJPs get two results:
1. less employees accept the job offer
2. applicants who accept the job off are less likely to turnover
Importantly, an RJP needs to be super-realistic. For example, I consulted to a tire company. It had great difficulty getting people to work in “purgatory” – a horribly hot room in which hot, just-made ties were moved on the tire molds. Anyone who worked in the “purgatory” room spent all day covered in sweat and thick white dust. No wonder most people quit that job after short time!
I recommended using RJPs. The company worried, “Applicants won’t take that job if they know much about it!” I said let’s try RJP anyway. Sure enough, after seeing this awfully hot and dusty job, only a small percentage of applicants took the job. But, those who did stayed a long time. Note: They were people who acted distinctly “odd,” and relished feeling hot and sticky all day!
Do It Now
If you remember these points, you can hire the best – and profit from it:
1. what you see is not all you get – but it is the best you will see
2. use customized tests, since tests predict job success better than other methods
3. take advantage of predictors right under your nose, including referrals from winners, bio-data, and RJPs
Importantly, you can start these valuable methods today so you immediately start hiring the best.
© Copyright 2005 Michael Mercer, Ph.D.
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 Sen. Barbara Boxer, talks to class at Center - YAHOO!
Sen. Barbara Boxer, (D-Calif.), left, talks to a class at the San Jose Culinary Arts Academy at the Center for Employment Training in San Jose, Calif., Friday, July 30, 2010. Boxer toured the employment center as she ...
Flooding disrupts IDES phones, unemployment applicants should use Internet - WGNtv.com
CHICAGO (AP) — The Illinois Department of Employment Security is urging Illinois residents who need to certify for unemployment insurance benefits to do so through the Internet, rather than the telephone. IDES said ...
Employment & Community Options Provides Jobs and Business Opportunities for Adults With ... - Earthtimes
SAN DIEGO, July 28, 2010 (GLOBE NEWSWIRE) -- As unemployment rates soar to over 12 percent in California, the job market is becoming increasingly competitive in a bleak economy. This is an especially harsh reality for ...
Upcoming Metro Detroit HOT employment opportunities and job fairs-June 25 - Examiner
In light of recent events with The American Jobs and Closing Tax Loopholes Act-HR 4213 , on June 24 within the Senate, it is now more critical than ever that unemployed job seekers find employment for their financial ...
Retail Jobs Jump By 22,000 In A Year - Sky.com
The retail sector has seen a boom in employment with over 22,000 more people taking up jobs than a year ago. To view this content you need Flash and Javascript enabled in your browser. Please download Flash from the ...
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