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Add You - 7 Steps To Hire The Best
When Alexander Graham Bell invented the telephone, little did he realise the positive effect it would have on customer service – or the negative effect it could also have!Yes, the telephone can be a great tool in helping to provide exceptional customer service but it can also quickly destroy a customer’s perception of your service. What steps can you take to ensure that, whenever you or your staff use the phone, it adds something positive to the customer experience?Here are some ideas.Answer PromptlyIt’s an old tip but one usually ignored! You are sitting at your desk, deep i
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 ? - 1 day watching an employee doing the job. Benefit: Applicants who received RJP are less likely
Charities are unique organizations that provide programs within the communities that they serve. These services are usually provided at a fee based on their income level or even free of charge. Some of the services provided by charitable organization may include providing food and clothing the homeless in the community. Charities may provide energy assistance, delivering meals to disabled or senior residents. They might provide youth programs for young people in various stages of need.The charity is usually minimally staffed and likely underpaid and relies on volunteers to provide services to the for
- 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 ? - 1 day watching an employee doing the job. Benefit: Applicants who received RJP are less likely
As the business world becomes more impersonal, with automated phone trees and a dizzying amount of online tools, the bond between company and constituent becomes less personal. Increasingly, organizations are utilizing face-to-face meetings to unite with key audiences, communicate their messages and make an impact. As a result, meeting trends are leaning toward a more interactive and personal structure, as illustrated below:• Incentive Programs Rather than provide incentive trips to the same top-producing members of their sales force, companies are involving the entire organization by offering team
* 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 ? - 1 day watching an employee doing the job. Benefit: Applicants who received RJP are less likely
Recent recurring themes, like cutbacks and downsizing, are in the news every day when it comes to businesseses of all sizes. Due to those problems there are now less people in the companies left to complete essential company work and that’s typical for every company. Fortunately there are products that can help companies cope with the results of that trend. Billing software is one of those products. As there always are bills to be processed no matter the size and the type of the business itself, there are a number of programs to choose from that can help doing that, and that include so many additional useful f
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 ? - 1 day watching an employee doing the job. Benefit: Applicants who received RJP are less likely
Business cards represent not only your business, but it also tells people your professionalism in the industry. In the business world today, the usage of business cards is far beyond just informing people who you are, it serves as one of the most cost-effective marketing and advertising tool for promoting your business. When you distribute business cards, you certainly want to leave a lasting impression and to be remembered by your business contacts. By having a good business card design, it definitely helps you to distinguish your level of professionalism from the rest of the competitors. Of course, a fantast
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 ? - 1 day watching an employee doing the job. Benefit: Applicants who received RJP are less likely
Going out for your fist job interview can be a bit terrifying and intimidating. You have probably heard a lot of advice on how to write a resume, but job interview advice on calming nervous applicants is almost unheard of. If you want to make a good impression to a potential employer, it’s important that you know what to do before and during a job interview.Consider taking advantage of job interview advice as a common sense way to of getting a stable job. The job market in today’s economy is extremely competitive, which mean means that you need all the preparation that you can get. Having a great resume
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 ? - 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.
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