Hiring Tools

Are your hiring practices sane?

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Recent research data revealed by Google’s head of HR, Laszlo Bock, showed that brainteaser interview questions, unstructured interviews, student GPAs or test scores, and conducting more than four interviews all had little or no predictive value for success of job candidates! (http://www.ere.net/tags/backgroundchecking) Designing a simple yet predictive hiring system means thinking through your approach from the both sides of the desk: the applicant’s and the hiring manager’s. Infuse objectivity early in your process (http://wp.me/p2POui-nj) and use qualified assessments with high predictive values to help determine job fit. For other ideas, get your copy of “Hire Amazing Employees.” (http://BizSavvyHire.com)

(c)Jeannette L. Seibly, 2013

 

 

GPAs are not good success predictors

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Many companies today rely on applicants’ GPAs from high school or college as an objective indicator to predict their success on the job. Unfortunately, knowledge does not mean you know how to use information effectively in a business setting. There are street-smart individuals with lower GPAs who will trump those with book smarts in achieving the intended results. Why? Many street-smart people know how to work with and through others to solicit the 90 percent of information not found in books or on the Internet. Using qualified assessments can objectively help you determine if a person’s thinking style will fit the job you need to have done. (http://BizSavvyHire.com)

(c)Jeannette L. Seibly, 2013

Making the Same Hiring Mistakes?

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When you keep making the same hiring mistakes over and over, it’s costly and very time consuming. You lose credibility with your staff and clients. It’s time to stop and get help. You have a misperception of potential employees’ work experience, skills, and/or job fit required. With clarification and by learning new ways to interview, how to use qualified assessments, and how to improve your due diligence processes, you can improve your hiring results. (BizSavvyHire.com)  Hopefully, it won’t be too late to rebuild your credibility.

(c)Jeannette L. Seibly, 2013

Helpful Hint:

Job ads with trite sound-bites fail to attract, e.g., great opportunity and work hard. Learn how-to attract the right employees: http://BizSavvyHire.com

 

 

 

 

Avoid Costly Hiring Blunders

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Many business owners and executives often find hiring a painful process. A challenge they hate. As a result, they rely heavily on the interview as a major decisive factor, which only provides hiring success a shocking 14% of the time! Sadly, this creates costly hiring blunders. They often forget to include other equally important indicators in their hiring decision process. The goal of any hiring system? Collect enough of the right information to make solid decisions.

Applicant Tracking System can help you attract great candidates and simultaneously provide factual details of their past employment, education and skills. Select a tracking system that is user friendly and can be reached within one or two clicks from social media sites or other venues. The beauty of these systems is you capture their attention now and have them complete the application form at the same time. Remember this important distinction: a resume is a marketing tool, but an application is a legal document that requires actual dates of employment, salary and titles, to name but a few of the facts provided, that all help you make better-informed decisions.

Qualified Assessments allow us to see the whole person. Nearly 90% of a candidate’s true self is frequently camouflaged by resumes which selectively depict a person’s education, skills and job experience. That true self is often further camouflaged by the strength of an interviewer’s skills. Avoid these pitfalls by selecting assessment tools that meet the Department of Labor’s guidelines. This is important because you want to be sure the quality of the results actually reflects the job fit of the person you are interviewing, for both the present and the future. Remember, we often hire for perceived job skills and in the end, fire for a poor job fit.

Full Due Diligence requires conducting background checks, real reference checks and collection of other pertinent information. Be sure to have more than one final candidate.When you only have one candidate, you are more likely to rationalize why it won’t make a difference, many times to the detriment of the enterprise. Too often employers select only one and after it’s too late, find out something they hadn’t discovered earlier. The bottom line is … you can pay now to conduct a proper assessment process, or pay later in loss of business, increase in litigation or theft of data, money or proprietary information if you’ve hired the wrong person. You decide.

Join us on Thursday, September 13 @ 9:00 a.m. MDT (11 a.m. EDT/8 a.m. PDT): Hiring Refresher for Busy Bosses.  http://wp.me/pN8WG-97  Find out more about how to effectively use the above-mentioned tools to make better informed hiring decisions.

 “Hiring Amazing Employees” eBook is available at http://BizSavvyHire.com

©Jeannette L. Seibly, 2012