 |
7 Steps That Help Managers Hire the Best
Author: Michael Mercer, Ph.d.  | Posted: 17-01-2008 | Views: 41 | Rating: (67)  (?) 
Managers who use my pre-employment tests, interview training, or attend my speeches often ask me, “What is a comprehensive step-by-step method to hire the best?”
Here are seven (7) steps that help managers hire the best. Definitely use the Steps 1 – 3. You get even more in-depth applicant evaluation by adding Steps 4 – 7. Of course, change the order of steps to suit your company.
STEP 1 = BRIEF INITIAL SCREENING INTERVIEW (BISI)
BISI uncovers job-related bio-data or biographical data. This gives you objective data you can uncover in a 15-minute phone or in-person BISI.
How do you start? Make a list of bio-data similarities of your best employees in a job. For example, let's say your best employees (a) held jobs during high school (HS), (b) post-HS worked only 1 or 2 full-time jobs before applying at your company, and (c) held each post-HS job two or more years.
Voila! You quickly screen-in applicants who have those three (a, b, & c) bio-data, and eliminate applicants who do not have those three bio-data.
If the applicant’s bio-data is similar to your best employees, then you can continue to Step 2 = Pre-Employment Tests.
STEP 2 = PRE-EMPLOYMENT TESTS
Big research projects prove pre-employment tests are the most accurate method to predict – or forecast -- an applicant's success or failure. Tests are far better at predicting job success than interviews or other prediction methods. So, make sure your applicants take pre-employment tests.
You need to use the correct pre-employment test. You test applicants for skilled, professional or supervisory jobs, using pre-employment tests that predict – or forecast – both (a) intelligence plus (b) job behavior, like interpersonal skills, personality, and motivations. For applicants for lower-level, unskilled and semi-skilled jobs, you give applicants a test to forecast three crucial dependability concerns: (a) work ethic, (b) theft/stealing, and (c) substance abuse.
Importantly, always conduct a “Benchmarking Study” to customize intelligence and behavior tests before you start testing job applicants. That will identify the test scores that indicate an applicant is likely to succeed in your company. Ask an industrial psychologist how you efficiently customize tests via benchmarking.
If the applicant gets good scores on the pre-employment test, then definitely do Step 3 = In-Depth Interview.
STEP 3 = IN-DEPTH INTERVIEWS
Horrible news: Research shows most interviewers are terrible at predicting if an applicant will succeed or fail. So, never use only a job interview to make hiring decisions. Here are tips to help you interview better.
Start by listing 6-9 job-related qualities you absolutely must find in the person you hire. Use your list to create an interview form – to help you ask the applicant about each quality, and have room to take notes.
Beware: Never tell the applicant the qualities you are looking for. For example, if one of the 6-9 key qualities is teamwork, do not ask, "Do you like or do well with teamwork?" Instead, ask an indirect question like "What did you like most in jobs you had? Also, what did you like least?" Listen carefully. An applicant who likes teamwork will ooh-&-ahh about collaborating and working with people. An applicant who dislikes teamwork will not mention such activities.
If the applicant impresses you in the In-Depth Interview, then proceed to Step 4.
STEP 4 = ROLE-PLAY or WORK SIMULATION
Would you buy a used car without first driving it? Of course not!
Well, job applicants are 'used cars.’ Every applicant tells you they can do the job. But do not believe it until you make the applicant show you key job skills via role-playing.
For example, with a sales rep applicant, you can act as a prospective customer, while the applicant pretends to be a sales rep. Use a checklist to identify what sales skills the applicant does and does not display. For an admin assistant job, have the applicant do admin work you will require on-the-job, such as typing, computer use, and spreadsheets.
If the applicant does well in this, then move on to Step 5.
STEP 5 = REALISTIC JOB OBSERVATION (RJO)
Although the applicant did well in Steps 1 – 4, you must discover if the applicant truly desires to do required job tasks. How? Have the applicant spend 2-4 hours tagging along with, and observing, one of your employees doing the job. For instance, a sales applicant should spend 4 hours watching one of your sales reps. Or, a laborer applicant could spend half a shift observing one of your company’s laborers. After this RJO, find out if the applicant actually would like doing the job duties.
Research revealed giving applicants a RJO results in (a) less applicants accepting a job offer, but (b) applicants who accept a job offer are less likely to turnover. Reason: They saw first-hand what they would do on-the-job and want to do it.
STEP 6 = REFERENCE & BACKGROUND CHECKS
For an applicant still in the running after Steps 1 – 5, do
a. Reference Checks – calling the applicant’s ex-bosses
b. Background Checks – finding job-related records, e.g., criminal, credit, and driving
STEP 7 = ONE EXECUTIVE APPROVES HIRING DECISIONS
Hiring productive employees is ultra-important to a company's profits and growth. As a safeguard, give a specified executive data you collected in Steps 1 – 6. Then, the executive can (a) approve hiring an applicant rated excellent on Steps 1 – 6, and (b) refuse to hire an applicant who rated only low on Steps 1 – 6.
RECOMMENDATIONS TO HELP YOU HIRE THE BEST
You now have seven great methods to discover if the applicant has qualities you need in the person you hire. Definitely use the first three steps – BISI, pre-employment tests, and in-depth interview. To be even more careful, you also can use the last four steps.
Some managers worry about how much time this will take. Answer: Anywhere from five minutes for a lousy applicant who bombs the BISI to a few hours for an applicant who does all seven steps.
Ask yourself: How much time, energy and money do you waste when you hire the wrong applicant? And how much is it worth to you when you hire the best?
COPYRIGHT 2008 MICHAEL MERCER, PH.D., &
MERCER SYSTEMS, INC.
Rate this Article:
Current: 0 / 5 stars - 0 vote(s).
Article Source: http://www.articlesbase.com/management-articles/7-steps-that-help-managers-hire-the-best-307893.html
 About the Author:Michael Mercer, Ph.D., is a nationally-known expert on how to hire the best. Dr. Mercer is an industrial psychologist and president of Mercer Systems, Inc. in Barrington, IL. He created 3 pre-employment tests. The “Forecaster™ Tests” help companies identify the best job applicants. Dr. Mercer’s 5 books include “Hire the Best & Avoid the Rest™” and “Turning Your HR Dept. into a Profit Center™.” You can get 3 free reports on hiring and leadership, plus subscribe to his free Management Newsletter, at phone = 847-382-0690 or http://www.Pre-EmploymentTests.com
|
Submitting articles has become one of the most popular means of generating quality backlinks and targeted traffic to your website. Join us today - It's Free! |
|
Related Articles
5 Ways to Avoid Hiring Psychopaths
By: Michael Mercer, Ph.d. | 17/03/2008 | Human Resources
Avoid hiring psychopaths using pre-employment tests, key job interview questions, background and reference checks, and even their aura.
Grow Your Company by Hiring “obsessive-compulsive” Employees
By: Michael Mercer, Ph.d. | 09/07/2008 | Management
You can use pre-employment tests and other methods to help you hire obsessive-compulsive employees – when the job requires an organized perfectionist. This article shows you how to assess job applicants.
3 Games Managers Play – That Result in Hiring Losers
By: Michael Mercer, Ph.d. | 28/04/2008 | Management
You can use pre-employment tests, certain astute insights, less laziness plus a shocking realization about betting to help you avoid a huge hiring mistake – avoid hiring ‘a square peg for a round hole.
Hiring Happy Employees
By: Michael Mercer, Ph.d. | 14/05/2007 | Human Resources
Hiring happy, optimistic job applicants can increase your company’s productivity and lower turnover. Plus, optimistic, confident employees are vastly more delightful to have on-board.
Methods to help companies have optimistic, positive employees include pre-employment tests, job interviews of applicants, managing being role-models, and reinforcing smiles. This article teaches you how to hire happy and productive employees.
Pre Employment Testing - What to Expect
By: Julia Penny | 07/09/2008 | Interviews
Pre employment testing is commonly used by employers to screen out unsuitable job applicants. In the United States more than 30% of companies reportedly use pre-employment tests to help make hiring decisions. Know what to expect from pre-employment tests and be prepared.
7 Horrible Hiring Mistakes
By: Michael Mercer, Ph.d. | 22/09/2006 | Home Business
Learn 7 hiring mistakes people make when looking to hire the best job applicant.
Avoid Hiring Deficient Employees
By: Michael Mercer, Ph.d. | 17/04/2007 | Human Resources
All managers want to hire applicants who are ready-to-work and are productive on-the-job. Unfortunately, a large research study uncovered six job skill deficiencies in huge numbers of job applicants. Fortunately, managers can assess job applicants on these common deficiencies using four hiring prediction methods. Correctly using these four hiring prediction methods help managers hire ready-to-work, productive employees.
Google's Hiring Method Missing Key Steps
By: Michael Mercer, Ph.d. | 07/11/2006 | Human Resources
Google is revamping its hiring methods. Google is on the right track, but is sorely missing crucial pre-employment tests plus other prediction methods.
Got a Question? Ask.
Ask the community a question about this article:
Q&A Powered by: 
Latest Management Articles
Improve Employee Performance by Letting Aspiring Leaders Take Charge
By: Barbara Brown, PhD | 16/10/2008
If you have an employee who always wants to lead assignments, encourage better performance by finding ways to let him or her have a leadership role. This article explains how you can use this strategy to improve employee performance and gives you three situations that offer leadership responsibilities.
Diversity Management
By: Janine Sergay | 16/10/2008
Opportunity for all
Is it not every individual's right to be afforded opportunities to put forward their best efforts? To develop their potential? And to show their worth through the results they produce? Not only is this a moral and ethical imperative but, within many countries, a legal one too.
Simple statistics...
Inventory Management System for Proper Demand and Supply
By: spinxwebdesign | 16/10/2008
Inventory management system is being popularly used by many companies and organization worldwide.
Executive Coaching India : How Does Coaching Work?
By: Vaishally Nath | 14/10/2008
Executive Coaching India
www.executivecoachingindia.com
The Orange Academy (www.executivecoachingindia.com) is one of the front runners of coaching in India. The organization has in its fold world class coaches with sizeable experience and insights at the leadership levels. Their expertise gives The Orange Academy an edge to provide the best of coaching results.
This article outlines the coaching process and answes some frequently asked questions by the users consumers of coaching services.
Six Sigma Green Belt Certification
By: Robert | 14/10/2008
six sigma green belt certification as an employee can increase your effectiveness as an employee and save you thousands or millions of dollars as a business owner.
Tips on Looking for a Good Venture Capital Business Firm
By: Trisha Rich | 14/10/2008
Numerous ventures are experienced with the challenging task of increasing thier venture capital. If you are one them, then this process might be helpful on finding the right venture capital firm for your business. Although this may look easy.
Improve Employee Performance by Letting "talkers" Speak
By: Barbara Brown, PhD | 14/10/2008
If you have employees who love to talk, consider using their passion for talking as a way to encourage greater cooperation and contributions. This article explains the usefulness of this approach and gives you four situations where you might apply it.
Payroll Frequency: the Difference and the Cost Savings
By: Rebecca Beckett | 14/10/2008
It is essential that companies consider payroll frequency when looking for a way to cut costs. Choosing the frequency best for your company will make for a smooth process.
More from Michael Mercer, Ph.d.
Could Pre-employment Tests Have Saved Lehman and Merrill Lynch?
By: Michael Mercer, Ph.d. | 16/09/2008 | Public Company
Pre-employment tests plus corporate culture convulsions could have saved Lehman Brothers and Merrill Lynch, according to industrial psychologist Dr. Michael Mercer.
Find out how in this article.
Grow Your Company by Hiring “obsessive-compulsive” Employees
By: Michael Mercer, Ph.d. | 09/07/2008 | Management
You can use pre-employment tests and other methods to help you hire obsessive-compulsive employees – when the job requires an organized perfectionist. This article shows you how to assess job applicants.
9 Unique & Amazingly Useful Ways to Evaluate Job Applicants
By: Michael Mercer, Ph.d. | 20/05/2008 | Human Resources
Research proves pre-employment tests are the most accurate method to predict or forecast how an applicant may perform on-the-job. Plus, this is borne out in my 20+ years of research in developing and helping companies hire the best using pre-employment tests. I also research and helping managers evaluate job applicants using customize-designed interviews, bio-data, and other prediction methods.
From this extensive experience I also created nine unique ways to evaluate job applicants.
3 Games Managers Play – That Result in Hiring Losers
By: Michael Mercer, Ph.d. | 28/04/2008 | Management
You can use pre-employment tests, certain astute insights, less laziness plus a shocking realization about betting to help you avoid a huge hiring mistake – avoid hiring ‘a square peg for a round hole.
5 Ways to Avoid Hiring Psychopaths
By: Michael Mercer, Ph.d. | 17/03/2008 | Human Resources
Avoid hiring psychopaths using pre-employment tests, key job interview questions, background and reference checks, and even their aura.
Tips for Much Less Stress in your Workplace
By: Michael Mercer, Ph.d. | 02/11/2007 | Leadership
Stress is a hot topic in the workplace. Some employees get bent out of shape by almost anything. Other people calmly take almost any sort of situation in stride.Here are immediately useful tips for leaders and all employees.
Leaders & Hiring Managers Profit From ‘birds of a Feather Flock Together’
By: Michael Mercer, Ph.d. | 25/09/2007 | Leadership
Hiring managers and leaders use pre-employment tests, job interviews, role modeling and strategic de-employment to increase profits based on the saying, “Birds of a feather flock together.” In business and daily life, this is called “social networks.” What is the premise and useful research on social networks? This article provide practical business solutions.
Hiring Happy Employees
By: Michael Mercer, Ph.d. | 14/05/2007 | Human Resources
Hiring happy, optimistic job applicants can increase your company’s productivity and lower turnover. Plus, optimistic, confident employees are vastly more delightful to have on-board.
Methods to help companies have optimistic, positive employees include pre-employment tests, job interviews of applicants, managing being role-models, and reinforcing smiles. This article teaches you how to hire happy and productive employees.
|
|
Business 
