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Improve Your Employee Hiring and Screening Practices

Aug 7, 2008
Did you know that an estimated two-thirds of employee hiring decisions may be mistakes? This article will provide you with information that can help you improve your employee hiring and screening practices so that you can cut costs and maximize productivity in your organization. Whether you're an owner, an executive or a manager, the following information will be beneficial to you.

From your experience you know you have hired some excellent employees and some who failed. Now take a moment and think back. Did you use the same employee screening method to hire both? Typically we find that employers do employ the same methods for each position. This suggests that your existing employee selection process may produce inconsistent hiring results.

Assessments are invaluable employee screening tools for increasing consistency in your employee selection system. What makes them so invaluable? Job Fit technology. By combining tested and reliable data derived from pre-employment screening assessments with a customized job analysis survey, you can create a benchmark by which you can hire an employee who best fits your job and company.

How does it Job Fit technology work? Based on objective criteria, the management team selects top performers in a given position. The top performing employees are assessed on their mental ability, behavioral traits and occupational interest, which include the following 20 core characteristics:

- Learning index
- Verbal skill
- Verbal reasoning
- Numerical ability
- Numeric reasoning
- Energy level
- Assertiveness
- Sociability
- Manageability
- Attitude
- Decisiveness
- Accommodating
- Independence
- Objective judgment
- Enterprising
- Financial
- People service
- Creative
- Technical
- Mechanical

This data is used to create a unique Job Fit profile that lays the foundation for the skills and characteristics required by your company for screening and hiring talented people.

With the job profile analysis, multiple managers have the ability to weigh their opinions and express views regarding a specific position. Once the 57-question analysis has been completed, managers' responses are entered into the assessment center for processing. The result is a unique Job Fit profile.

In addition to providing information about a candidate's personality type and behavioral characteristics, the Job Fit Assessment will provide customized, tough interview questions that are prepared specifically for a particular candidate based on their assessment results. These Department of Labor approved, specific interview questions can be used in the second interview. This gives managers a critical advantage in the hiring process.

Including Job Fit as a key factor in your employee hiring and screening process will make your allocation of human capital significantly more effective and give you a competitive edge in your industry as you increase consistency and success in hiring talented employees. Matching people with the work they do creates a solid workforce that has the right people in the jobs they were born to do.

Most employee hiring decisions are made with inadequate information; however, assessments will deliver the information you need to know before tendering a job offer and making a hiring mistake.
About the Author
Jim Sirbasku is co-founder and CEO of Profiles International, a leading provider of human resource management solutions and employment assessments for businesses worldwide. For more information about using assessments to improve your employee screening and hiring practices , visit our website.
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