Employee Selection - Are you Gambling at Work
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Employee Retention begins with Employee Selection.
Gambling is alive and well in the modern work environment! It's amazing how
many organizations gamble at work by not using advanced hiring techniques that
could save resources and future headaches. Employee Selection is a key strategy
that can save organizations tremendous resources, time, and energy. Proper
Employee Selection is the foundation to an effective Employee Retention
strategy. Few organizations are tapping the potential of effective Employee
Selection. Why? Because today's typical Employee Selection process is a gamble
at best. The good new is it doesn't need to be. There are powerful tools to help
you optimize your employee selection and hiring processes.
Several years ago, I was in Dallas attending a trade show and noticed all the
beautiful sports and luxury cars and shared that observation with a friend. My
friend said, "There are a lot of $30,000 millionaires." A lot of people have
everything they have tied up into that fancy automobile. Thinking that a car is
demonstrative of that particular person's overall success is an incorrect
assumption at best.
What situations that you face are similar to this example? It is sometimes
said that a particular person is "all hat and no cattle" when they look the part
- being more image than reality. How many of your hiring candidates look the
part, but deep down inside, aren't a fit for the position but you won't know it
for 90-120 days - long after they have become an emotional part of your team?
How often are people and situations what we think they are? Perception isn't
always reality. That perception can be enormously expensive.
Analogously, in your employee selection, inspiring, and maximization of your
team and organization, how often do you run into situations where things aren't
what they seem?
Making a poor to bad employee selection decision is costly to say the least.
Depending upon the industry, the cost of turnover can be anywhere from 30
percent of the annual salary and benefits to over 150 percent. Numbers don't
speak to what can't be measured. The wrong hires destroy employee morale and
hurt your Customer Experience.
Consider... Through traditional hiring practices, what are the "odds" you
will hire the right person? How many candidates look great initially and then
when they are on your "bus" they don't work out? Your "odds" of hiring the right
person are a LOT LOWER than you think unless you are using advanced hiring
techniques. Consider the following statistics (various sources)...
14 percent - Traditional hiring techniques 38 percent - Behavioral Profile 54
percent - Abilities Testing 75 percent - Job Match Testing
By the way... Your odds at winning a hand at Blackjack are in the upper 40
percent range. Yes... You have better odds at winning a hand of Blackjack than
you do in hiring the right person. Our thought process is "trust but verify."
The candidate wouldn't be applying if they didn't want the job. Therefore, they
are going to do everything possible to get it through the resume' that is
customized to your job description. No, we don't believe people are trying to be
devious. Quite the contrary. It's best to assume the goodness in others.
However... If you don't use a comprehensive Job Match personality profile
during your employee selection and hiring process to ensure your candidate is a
good job match, you are taking unnecessary risk. Remember that college course
you absolutely despised? For me, it was accounting. I took a lot of it and
couldn't stand it. I can't tell you how many times I have seen people who went
to college for a particular degree field and then came out into the real world
and hated it. Ever notice how many people are in careers that are completely
different from their major field of study in college? You've been there...
You know what is scary? With recent college graduates, unless you are Job
Match Testing, you get to pay for figuring out someone doesn't like the degree
field they are going into. Keep in mind... If you aren't going to the highest
level of understanding your new hire candidate through Job Match Testing, you
Hire the best candidates. Reduce employee turnover. Prevent conflict.
Maximize your training dollar effectiveness. Know with certainty who to hire
based on future leadership abilities unrecognized now.
There are several significant reasons to Job Match Test your candidates...
Employee Selection - Job fit - How well do their behaviors, values, personal
attributes fit the job?
Inspiration - How do you know what "buttons" to push and which to stay away
from if you don't know their behavior profile? Remember - people leave people,
not jobs. Is the way you are talking to your new hire de-motivating them?
Coaching - How do you know what skills the new team member needs to maximize
their performance? Why not coach immediately rather than the normal 2-3 months
process - after you are beginning to "know" the new team member? With the
Trimetrix Behavior Profile system, you will know immediately - rather than
having to wait for the "honeymoon" to be over.
Interpersonal Effectiveness - How do you help the team member acclimate to
the rest of the team effectively if they don't know how to effectively
communicate with them? How do you help the rest of the team acclimate to the new
Employee Retention - If the team member doesn't fit the job, they won't stay.
When you match the job to the candidate, morale is enhanced as well as
Succession Planning - How do you know who will scientifically be the best
candidate for potential future promotions. How do you choose the best future
leader between two good, equally-qualified candidates?
Training and Leadership Development - Where do you allocate scarce training
resources? When you use an effective Job Match Testing program, you can identify
key areas that candidate will Without at least behaviour profiling, you can't
possibly know what the full potential of the new hire candidate is. And you
can't tap what you don't know.
Please keep in mind... It isn't ethical to base your entire hiring decision
on Job Match Testing of any type. Our recommendation is that it be no more than
20-25 percent of your hiring decision. These tools are most powerful when used
in combination with your existing hiring program - not by themselves.
About the Author
Chris Young is founder of the Rainmaker Group. The Rainmaker Group is a human
talent selection and development firm specializing in using personality
assessments to select and retain the best employees. Give Chris a shout to learn
more about maximizing your organization's potential.
http://www.therainmakergroupinc.com 1-866-988-7246 email@example.com
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Article Published/Sorted/Amended on Scopulus 2007-02-24 22:06:01 in Employee Articles