Report 11-top-five-strategies-identifying-hiring-great-employees

©2009 Profiles International, Inc. All rights reserved.

Executive Briefing

Top 5 Strategies for Identifying & Hiring Great Employees

July 2009

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www.profilesinternational.com©2009 Profiles International, Inc. All rights reserved.

Top 5 Strategies for Identifying and Hiring Great Employees. Copyright 2009 by Profiles International. Printed and bound in the United States

of America. All rights reserved. No part of the report may be reproduced in any form or by any electronic or mechanical means including

information storage and retrieval systems without written permission from the publisher.

Publisher

Profiles Research Institute

Dario Priolo, Managing Director

5205 Lake Shore Drive

Waco, Texas 76710-1732

Profiles International

(800) 960-9612


Acknowledgements

CEO, Co-founder, Profiles International: Jim Sirbasku

President, Co-founder, Profiles International: Bud Haney

Editor-in-Chief: Dario Priolo

Managing Editor: Carrie D. Martinez

Creative Director: Kelley Taylor

Contributing Experts: Dr. Scott Hamilton, PhD, John Bradford

Top 5 Strategies for Identifying and Hiring Great Employees | 2


In a time when creative growth and technological advancements are crucial to business success, companies are becoming increasingly aware of the importance of hiring and retaining talented employees.

Talent management is one of the most difficult tasks an organization faces as fewer workers with the required skill sets are entering the marketplace. Developing an effective hiring strategy will help to ensure that your business can respond to challenges such as the emerging talent crisis, job applicant screenings, interview question preparation, and background check implementation.

Identifying and hiring top talent is not easy. It can result in stress, anxiety and fear of change. But it doesn’t have to be this way. In fact, solid hiring strategies can be simplified with methodical, step-by-step processes.

This guide will provide you with the Top 5 Strategies for Identifying and Hiring Great Employees:

1. Identify Your Hiring Challenges

2. Review Your Hiring Methods

3. Manage Employment Interviews

4. Manage Background Checks

5. Conduct Pre-Employment Assessments



Introduction


The first and most critical step in identifying and hiring great employees is being able to identify the challenges you are currently facing in your hiring strategy. Once you’ve done that, you can find solutions that will help you solve those challenges.

Here are some common challenges faced by organizations in the hiring process:

• Finding interview questions that will determine if a candidate is going to be a fit for the job and a match for the company culture.

• Background checks that provide references and past histories on candidates.

• Making hiring decisions without screening job applicants for both personality and abilities.




Did you know that

most hiring decisions

are made within the

first 4 minutes of an

interview? Don’t set

yourself up to make

this same mistake!


“”

Your hiring process is one of the most strategic and valuable places for cutting costs and maximizing productivity—if your process works correctly the first time. Utilizing a proven employee screening system is essential to ensuring that your hiring process works effectively.

Your own experience tells you that you have hired some excellent employees, but some of them have also failed. Now think back: Did you use pre-employment screening methods to assess job candidates? What made you choose a particular applicant to fill a particular position? We have found that employers use the same hiring methods for all positions. This suggests that your existing employee selection process may result in inconsistent hiring results and increased turnover.

Best practices for hiring start with a focused approach to defining job requirements. This practice is often neglected in the hiring process because hiring managers tend to focus on the job tasks performed by a candidate instead of the characteristics that a candidate must possess in order to be successful in the position. By clearly defining the skills and traits necessary for success in a particular job, you’ll be better suited to evaluate candidates so that you get the best match.




Peter Drucker, renowned business guru

An estimated two-

thirds of employee

hiring decisions may

be hiring mistakes.


Employment interviews are an indispensable part of the hiring process, and when they are done properly they can be an excellent tool for screening applicants. The more methodical and systematic the interview process, the more likely it is to produce the kind of information needed to make good judgments about a job candidate’s chance for success.

All interviewers should be taught proper interviewing techniques, and they should be clear about what they can and cannot ask. During an interview, the interviewer should have the opportunity to:

• Directly observe certain aspects of an applicant’s behavior, such as communication skills, alertness, personal grooming standards, self-confidence, and understanding of necessary technical concepts.

• Obtain additional information about the applicant’s education and work experience.

• Assess the applicant’s knowledge, skills and other competencies by asking about past performance and achievements.

• Preview the job to the applicant so the applicant can determine whether he or she is truly interested in the position.

• Promote a good public image of the employer.





A national organization of fraud examiners estimates that the average loss to a business from employee fraud and theft is $9 per employee, per day. That amounts to about $2,000 per employee.

Problematic employees at all levels of the organization can engage in detrimental behaviors, including theft, fraud, embezzlement, selling intellectual property to competitors, and more. Using background check services to find honest job applicants who are drug free, reliable and hard working will help you make hiring decisions you won’t regret later.

Employee Background Check services use technology that delivers criminal background checks and pre-employment screening information so that you can hire honest, qualified employees. Employee Background Check services deliver the following information:

• General Information reports

• Driving Records

• Workers’ Compensation reports

• Credit reports

• Criminal History

• Education Verification

• In-Depth reports

• Rush Services

• Custom Service





Many companies use pre-employment assessments to screen applicants. Employee assessments that measure ability, personality and medical conditions can lower the incidences of theft and work-related accidents. They can also reduce the likelihood of negligent hiring suits. Additionally, they also may reveal certain job-related skills or abilities that are not apparent on an application or resume.

Specific pre-employment screening assessments are available for departments such as sales and customer service, and general assessments are available for other departments. By combining reliable data derived from pre-employment screening assessments with customized job analysis surveys, you can create a benchmark by which you can hire an employee who matches both your job and your company.

Pre-hire assessments can help you formulate questions that will help you determine if a candidate will be a fit for the job and a match for the company culture. Once a candidate passes the first interview, he or she can take a pre-hire assessment. You will be provided with a detailed, legal set of recommended interview questions to ask the candidate in the next job interview. These customized interview questions can be used in tandem with the insights provided by employee assessments to help you make a well-informed hiring decision.

5. Pre-Employment Assessments





• Identify the challenges you are facing in your hiring strategy

• Find the solutions that will help you solve those challenges


• Don’t use the same hiring methods for every position

• Define the job requirements, skills and traits necessary to perform the job

• Use proven employee screening systems


• Develop a methodical and systematic interview process

• Teach interviewers appropriate interviewing techniques

• Ensure that interviewers meet all objectives during the interview


• Find honest applicants who are drug free, reliable and hard working

• Use employee background check services

5. Pre-Employment Assessments

• Measure ability, personality and job-related skills

• Create a benchmark for an employee who matches both the job and the company

• Get a detailed, legal set of interview questions to ask a candidate

Summary




PXT – The ProfileXT® is a ‘total person’ assessment that has a myriad of uses. It measures job-related qualities that make a person productive—thinking and reasoning style, behavioral traits and occupational interests. These qualities in an individual directly affect her productivity, and the productivity of her entire team. An added benefit? The ProfileXT provides 10 reports from one fifty-minute assessment: individual report, placement report, succession planning report, candidate matching report, coaching report, job analysis report, sales placement report, sales management report, summary reports and graph reports.

The Step One Survey II® is a pre-employment screening tool designed not only for hourly positions, but for any position in your organization, entry-level to executive. It measures and assesses job candidates regarding personal integrity, substance abuse, reliability, and work ethic.

Employee Background Check services include: instant criminal database background checks, credit bureau background checks, civil record background checks, verification services, drug screening services, motor vehicle background checks, and health care sanction database services.

Products of Interest



http://www.profilesinternational.com/product_profilext.aspx

http://www.profilesinternational.com/product_profilext.aspx

http://www.profilesinternational.com/product_sosii.aspx

http://www.profilesinternational.com/product_ebc.aspx


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Report 11-top-five-strategies-identifying-hiring-great-employees

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