PRE EMPLOYMENT TESTING

How Do You Hire
Top Performers?

One of the biggest pains managers and HR professionals deal with is the staggering loss of money, time, and resources that are the result of a mis-hire. 

Pre employment testing eases the pain by adding an objective, digital step to your existing hiring process.

IT'S HARD TO TALK ABOUT, BUT...

50% Of Hires End Up Being A Mis-Hire

This statistic is really mind-boggling when you think about it.

When you consider the cost of a mis-hire, reducing this number should be a top priority.

What if I told you I had some chilling statistics for you?

Like:

4x

annual salary for supervisors

6x

annual salary for sales people

8x

annual salary for mid-level managers

Well, that's bad enough but consider this ...

Additional mis-hire costs can include: severance, leave, unemployment pay, legal fees, outplacement fee, administrative costs, lost productivity, and impact on another employee’s production.

Here’s the thing:

Hiring the right person for the job doesn't just mean job qualifications - it means hiring someone with the right experience/talents who can handle the job requirements and who also fits the company’s cultural vision and work style.

How do you do that?

It’s pretty simple.

It doesn't necessarily mean changing the steps you're currently taking ... it just means adding another step or two in.

What if you had a way to easily add an objective step into your hiring process? 

Time is money.

Hiring the wrong person can cause conflict within teams and/or the organization.  It's a waste of money, time, and effort in onboarding and training. A bad hire can even cause loss of clients/customers.

That’s why 9 out of 10 of my clients have added one additional step into their process, for when they've narrowed their field down to the top two or three.

What would it be worth to you to virtually eliminate mis-hires in your organization?

THE NUMBER ONE INTERVIEW MISTAKE

We’ve all done this or have seen the results from someone else doing this.

Luckily there’s a way to ensure this rarely happens, read on to find out how …

A few years ago, a good friend of mine sat across from me at a restaurant looking completely defeated.

"Paul," he said, "I just don't get it."

"I needed a sales manager. I put out the word to friends and colleagues, posted the job in appropriate places, and had hundreds of resumes come in."

I leaned forward; I could sense what was coming.

Defeated friend

"I went through them," he continued, "and picked the top 10 for an interview.

Narrowed that down to top 3. There was one that impressed me both with his resume and his interview. I hired him."

I nodded, waiting.

"It's been horrible.  He may be great in sales, but he clashes with everyone else in the company, including me.  We're all miserable."

I sighed. 

Then I paid for his dinner. 

My friend had fallen for the #1 interview mistake. 

His interviews were entirely subjective - a brilliant piece of marketing in the resume, and a candidate who was great at sensing what the interviewer wants and delivering that personality for one or two meetings ... and then the real behavior and work style come out in the daily running of business.  

His entire hiring process was subjective - verbal interviews and resumes don’t always tell you the inner workings of the individual and whether they’re being honest in the process or have behaviors that could be a hindrance or cause of conflict within your organization.

Sad, but true.

That’s why you MUST build systems, so your interviews and hiring process are both subjective AND objective.

You need a process.

It pays for itself.

CAN i ASK YOU ANOTHER QUESTION?

Is your hiring process suffering from inertia?

National SHRM Speaker

If the hiring process is broken, how do we fix it?

As a general rule, no one really likes or looks forward to change.  It’s unsettling.

It’s been done this way for ages.  “If it ain’t broke, don’t fix it.” right?

Unfortunately, in a majority of cases, the hiring process IS broken.  

Another story for you (and please picture yourself in the crowd).

Last year I was giving a presentation at the SHRM National Talent Management Conference.  I started it by asking three questions.

"Has anyone here ever hired someone who turned out to be a better hire than they expected?"

Every hand went up.

"Now, has anyone here ever hired someone that turned out worse than they expected?"

Again, every hand went up.

For my final question I asked, “What was the difference in the process?”

The room was silent. Then a few nervous laughs.

The same process produced two wildly different results.  When the cost of a mis-hire is so incredibly high, it’s too risky to leave it to luck of the draw. 

Are you curious yet about how a pre-employment test can be added to your current hiring process to drastically reduce the number of mis-hires and greatly enhance your opportunity to hire a top achiever?

If you’re ready to find out now, just click the button below to find out more.

IT'S IMPOSSIBLE NOT TO DO IT...

Is your hiring process suffering from the
Halo and Horns Effect?

How does this play out during the interview process?

Our perception of almost everything is colored by our own subjective views.

We’re only human.

One way this presents itself during the interview part of the hiring process is in the Halo and Horns Effect. 

According to Wikipedia, “the horn effect, closely related to the halo effect, is a form of cognitive bias that causes one's perception of another to be unduly influenced by a single negative trait.” 

Of course, the halo effect is the exact opposite – the tendency for positive impressions of another. 

Put simply, the Halo and Horn Effect is when our first impression of somebody leads us to have a biased positive or negative opinion of their work or company. A positive first impression of somebody leads us to overlook their negative characteristics or treat them more favorably than others.

When it comes to the interview, this presents within about the first 20 seconds of the interview and it can change what questions are asked and how answers are interpreted – either positively or negatively.

Think about that for a second – the exact same question could be asked in an entirely different manner to two comparable individuals.   The same answer could be interpreted differently depending on our internal impressions. 

This is why it’s so important to add in an objective method for determining which of your final picks is actually the right one for the job … if any of them.

When you consider the costs to your business of a mis-hire, it just makes financial sense to reduce that possibility any way you can.

Well that's bad enough but consider this ...

Additional mis-hire costs can include: severance, leave, unemployment pay, legal fees, outplacement fee, administrative costs, lost productivity, and impact on another employee’s production.

Here’s the thing:

Hiring the right person for the job doesn't just mean job qualifications - it means hiring someone with the right experience/talents who can handle the job requirements and who also fits the company’s cultural vision and work style.

How do you do that?

There's an easy way.

It doesn't necessarily mean changing the steps you're currently taking ... it does mean adding another step or two in.

What if you had a way to easily add an objective step into your hiring process? 

Time is money.

Hiring the wrong person can cause conflict within teams and/or the organization.  It's a waste of money, time, and effort in onboarding and training. A bad hire can even cause loss of clients/customers.

That’s why 9 out of 10 of my clients have added one additional step into their process, for when they've narrowed their field down to the top two or three.

What would it be worth to you to virtually eliminate mis-hires in your organization?

HR Strategies Today is dedicated to helping organizations of all sizes use the latest advances in technology and psychology to hire, develop, and retain high performing employees and teams.

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