7 Steps To Hire The BestLearn Management Articles on management-info.biz. 7 Steps To Hire The Best article will help answer your questions on Management Articles.We at management-info.biz specialize in Management Articles. Management Articles at management-info.biz provides the most up to date news and articles. If you have questions please do not hesitate to contact us.
You can use this step-by-step method to hire applicants who are likely to be “superstar” employees: - highly productive - low-turnover Important: Focus on hiring applicants you rate positively on all seven prediction methods. 1st Prediction Method = Brief Initial Screening Interview If an applicant’s application looks suitable, then conduct BISI, a customized 15-30 minute over-phone or in-person interview. BISI quickly reveals if an applicant has biographical data similar to your company’s “superstar” employees. For example, at one company, we discovered “superstar” Sales Reps had many similarities before working for this company: * Work: (a) 1 or 2 previous sales jobs, (b) only 1 or 2 jobs before applying at the company, and (c) kept prior jobs 2 – 5 years * Education: (a) earned B.A. from state universities, (b) majored in business or liberal arts, (c) worked part-time throughout college, and (d) college jobs entailed a lot of people contact * Pay: Earned less than likely first year compensation at this company * Vocal Style: Exuded high energy So, this company’s BISI screened-in applicants with similar work, education, pay, and vocal style – and screened-out other applicants. 2nd Prediction Method = Customized Pre-employment Tests If the applicant did well on 1st Prediction Method – BISI, then you can have applicant take customized pre-employment tests. Use tests specifically designed to screen applicants and predict: A. Work Behavior – e.g., interpersonal skills, personality, and motivations B. Mental Abilities – e.g., problem-solving, vocabulary, math, grammar, and small detail abilities Importantly, the test must use customized “benchmark scores” based on scores of your “superstar” employees. With customized “benchmark scores,” you quickly see if an applicant scored similar to your company’s “superstar” employees. 3rd Prediction Method = In-Depth Interview Using Customized Interview Guide Form If you decide the applicant did fine on 1st and 2nd Prediction Methods, then you may conduct an In-Depth Interview. Crucial: Create a customized Interview Guide document for each job, including (a) 6 – 9 key “make-or-brake” job talents, (b) questions to ask, (b) note-taking, and (c) ratings. Importantly, you must provide seminar training to teach managers how to use your customized Interview Guides to assess applicants. Without superb training, interviewers fail to hire the best. 4th Prediction Method = Role-Play If the applicant did well on 3rd Prediction Method, then have applicant do Role-Play immediately after In-Depth Interview. The 15 – 30 minute role-play lets you see if the applicant has critical job skills. For example, have a Sales Rep applicant role-play selling. Then, assess the applicant using a customized Role-Play Rating Checklist. 5th Prediction Method = Realistic Job Preview If you decide applicant did well on 1st – 4th Prediction Methods, then do Realistic Job Preview: For RJP, the applicant spends ½ - 1 day watching an employee doing the job. Benefit: Applicants who received RJP are less likely to (a) accept job offer – but, if they accept, (b) turnover. Reason: The RJP assures they know what they are getting themselves into! 6th Prediction Method = 1 Executive Must Approve All Hiring If the applicant did well on 1st – 5th Prediction Methods, then one executive at your company reviews Applicant Rating Summary Form. Your company’s quick Applicant Summary Rating Form * summarizes ratings – positive, average, or negative – on 1st – 5th Prediction Methods * “forces” managers to actually use your structured hiring steps Important: If the applicant’s ratings on 1st – 5th Prediction Methods include + all positive ratings, then executive may approve hiring applicant - average or negative ratings, then the executive may not allow applicant to be hired 7th Prediction Method = Reference Checks If your company decides the applicant did well on 1st – 6th Prediction Methods – plus accepts job offer – then you conduct Reference Checks. If they prove + positive, then your company keeps applicant as an employee - negative, then you take appropriate action How Much Time Do You Need to Hire the Best? Many managers moan they are time-crunched, and ask how much time these seven steps require. Two answers: 1. If an applicant does well on 1st – 7th Prediction Methods, then you invested 2 – 3 hours to hire the best 2. Ask yourself: How much time – and money – did you waste when you hired average or below-average applicants? You wasted many hours – plus salary, benefits and low productivity – because you failed to invest only 2 – 3 hours to hire the best! © Copyright 2005 Michael Mercer, Ph.D. Setting Up A Web Server. - Teaches all the steps to hosting a website from home. Building A House Of Worship. - 4 Practical steps for praise and worship leader to improve their ministry. With any big change to your IT infrastructure comes risk, but of course you're hoping that the rewards will out weigh those risks. In fact, you're doing more than just hoping – you're planning, strategizing, and putting your organization in a good position to mitigate those risks. Deploying a new operating system throughout a company can be disruptive and complex because so much is dependant on that OS – the applications running on top of the OS, the drivers that allow peripherals like printers to work, to name but a few. If all goes well, the operating system should be invisible to the end user but if all doesn't go well...well, we've all been there. It sucks. A good plan that's well executed can result in an organization having use of technology that can help achieve higher productivity, better collaboration and more opportunities for innovative ideas. This episode of Manager Tech Talk is all about putting together a good plan for Windows deployment success. On this episode of AlignIT Manager Tech Talk, Ruth, myself, and guest Dave Kawula, Senior Consultant with 1E, talk about the benefits and challenges of deploying Windows 7. We explore what tools are available and what "gotcha's" to watch out for. Plus: Dave shares tales from deployments past. Watch Online Resources
Featured Guest: Dave Kawula
Podcast This episode is also available as a podcast.
About AlignIT Manager Tech Talk
About AlignIT The AlignIT program is dedicated to keeping IT leaders informed about what really matters in business and technology. We do that through in-person events, web casts, our blog and of course, this podcast series. You can find more information about the Align IT program at www.alignit.ca. If you have comments, suggestions, and ideas for future topics please let us know by connecting with us via email, Twitter, or LinkedIn. Visit the AlignIT site >> Article Index: | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | 11 | 12 | 13 | 14 | 15 | 16 | 17 | 18 | 19 | 20 | 21 | 22 | 23 | 24 | 25 | 26 | 27 | 28 | 29 | 30 | 31 | 32 | 33 | 34 | 35 | 36 | 37 | 38 | 39 | 40 | 41 | 42 | 43 | 44 | 45 | 46 | 47 | 48 | 49 | 50 | 51 | 52 | 53 | 54 | 55 | 56 | 57 | 58 | 59 | 60 | 61 | 62 | 63 | 64 | 65 | 66 | 67 | 68 | 69 | 70 | 71 | 72 | 73 | 74 | 75 | 76 | 77 | 78 | 79 | 80 | 81 |
More Articles:1. Communicating with Offsite Workers By Robert Abbott How do you, or would you, communicate with employees who work offsite?Perhaps you have telecommuters reporting to you, or sales reps who work out of offices in other cities. How do you communicate with them?Let's start with the strategic issues: what do you want to accomplish by communicating with them? And, why would they want to communicate with you?Strategic means you'll probably want to deal with issues like productivity, accountability, and predictability. You want to know what the offsit… Krakow Hotels 2. 7 Myths That Make Meetings Miserable Myth 1: Executives belong in meetings.Although the demands of business cause executives to attend more meetings than other professionals, executives need to avoid meetings. Top management is responsible for vision, strategy, plans, and communication. That means executives should spend most of their time thinking, learning, planning, and communicating. Inefficient, ineffective meetings waste the time of the company's most valuable employees.Better: Ask probing questions when invited to make sure … 3. Management Coaching to Improve Relationships with Work Associates By Stephanie Tuia As a recent employee to your job, you are becoming familiar with the work environment and your work associates. You have met the boss on two occasions; your interview and one time when he or she demanded that you finish a client’s report. Your boss’s unapproachable nature makes you feel uneasy if not a bit fearful.As the boss, you don’t have a clue that your workers are intimidated by you. You are basically just concerned that they do their jobs well and produce profit for the company. You… 4. Technology & Communication By Robert Abbott A study a couple of years ago found that 63% of executives were making fewer business trips because of technology.Instead of a plane trip, face-to-face meetings and a plane trip back, they used email, videoconferencing, or online meetings, according to the Accountemps study.If you're a manager who's spending less time with a suitcase and more with a mouse, you'll want to pay attention to the nature of the media we use, and especially when sending important messages.A few years ago we heard a l… |
||||||
Dave Kawula is an MCSE and CNE with over fifteen years of experience in the IT industry. His background includes data communications networks within multi-server LAN/WAN environments. He has experience with project management, network strategic planning, network design and integration. He has led the architecture for NT, SMS/SCCM, Exchange and Internet Gateways, including managing migration paths and issues as well as implementation. He has supported a variety of network infrastructures as well as architecting and defining technical standards.
The