What do you know about the pre-hire assessments available to your organization to aid in hiring the right applicant? A recent article in "The Wall Street Journal" (April 15, 2015) stated that between 2001 and 2013 the number of U.S. large employers using pre-hire assessments increased from 26% to 57%. If you are not using pre-hire assessments as a regular part of your hiring process, you should be.
A pre-hire assessment is an online assessment tool designed to best match an applicant's thinking style and behavioral traits to those required for optimal performance in the position. To effectively use a pre-hire assessment you must first analyze the position you are hiring for. What does the position profile look like? What thinking style and behavioral traits are best suited for the position? Using pre-hire assessments to effectively match the traits required in the position to the traits of the applicant has been proven to significantly decrease the turnover rate and increase job performance and productivity.
“A sense of humor is part of the art of leadership, of getting along with people, of getting things done.”
Dwight D. Eisenhower
Many high profile companies such as Google, Dropbox, Zappos and Southwest Airlines have made it a priority to inject fun into the workplace. It is done to increase profits, increase employee retention and create loyalty from their customers. The employees are the face of the organization whether they are on the front lines with the customer or behind the scenes. We have all heard some version of Happy employees = Happy customers = Happy profits.
“One of the things we often miss in succession planning is that it should be gradual and thoughtful, with lots of sharing of information and knowledge and perspective, so that it's almost a non-event when it happens.”
Anne M. Mulcahy
Does your company have a Succession Plan? If one or more of your key employees chooses to leave the company, what impact does that have on your operation? How long will it take to get back to capacity? What if it is a sudden change such as illness or death? Who steps in and how does a sudden absence impact the operation? What about the age of your employees? How many are going to retire in the next 1, 3 and 5 years? What impact does that have on the operation?
(Part One of a Three-Part Series)
With all the news about Brian Williams lately, it got us thinking about honesty in the workplace. Employee honesty is an important concern during every phase of employment, from hiring through post-employment. In this brief series, we will explore the negative ways that employee dishonesty can impact your business, and touch on some cost-effective safeguards that we may use to tilt the odds in our favor when making that ever-important hiring decision.
For anyone who watched the end of the Super Bowl game last Sunday between the New England Patriots and the Seattle Seahawks, this may be the question you asked: "What were they thinking?" From an outsider's perspective, it looked so simple. Seattle was on the one-yard line with three downs and one time out. All they had to do was score a touchdown and they would have won the Super Bowl.
In his post-game interview Coach Carroll was quoted in a CBS News article as saying "It's not a great matchup for us to run the football, so we were going to throw the ball, really to waste a play," Carroll said. "If we score, we do, if we don't, we'll run it in on the third or fourth down." (CBS News, 2015) The problem, as we all know, is that the competition, specifically Malcolm Butler, had another plan.