chicago jersey

chicago jersey -

You are about to make an employment offer to the candidate you have just interviewed ? they interviewed well, they looked presentable, they appeared to be a really nice, honest person and they certainly have the credentials to do the job ? but wait…What you see is not what you always get. For many, the appointment turns to custard six months down the track because what you've got, you didn't see when hiring!


Dishonest candidates are out there in chicago jersey droves ? A recent survey of HR professionals highlighted that around 70% of all applicants had inaccuracies on their CVs or Application Form. What's even more frightening is that many hiring managers accept the contents of these documents as absolute gospel, especially if they have been re-formatted by a recruitment agency.

I like to use the tree analogy when explaining the selection process. The fruits on the tree represent the candidate's knowledge, skill and experience to do the job. This is the "can" factor ? can they do the job. This is observable, coachable and trainable. What about the roots of the tree? These represent the personality, mental ability, attitudes, values and motives of the candidate. You cannot assess these from the CV or interview. These are innate characteristics that can best be assessed through a valid psychometric profile.
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Most managers hire on knowledge and skill, but they nearly always terminate on personality, attitude and mental ability. Too many managers hire on gut instinct and fail to conduct a selection process in a structured, disciplined manner. It's usually a general chit-chat and you're hired!

A good, simple, structured, employee selection process involves:

? An application form

? A set of behavioural interview questions (based on the performance factors required for the chicago jersey job). With rating form.

? A validated inexpensive profiling tool to test personality/mental abilities/attitudes. Check out the ‘solutions' menu on our website for suggestions

? A work sample test (based a task they will be required to perform)

? A diligent background check and referencing procedure.

I want to touch on attitudes here. This is usually the biggest headache for employers. Can you assess for attitude before you hire? The answer is yes!

A highly validated attitudes assessment like JobCLUES and an independent background check will go a long way to ensuring you hire an honest, hard working individual that won't rob you blind, show up to work drunk or punch somebody's lights out!

The Lisa Clement affair should be a lesson to all hiring managers. This was a classic example of a failure to check an individual's background. Clement defrauding her employer, the Social Development Ministry, of almost $2 million during the three years she was employed as a clerk. She lied on application forms, adding a middle name and falsifying her date of birth. It was later discovered she had criminal convictions for dishonesty offences between 1987 and 1992, and had also failed to disclose that she had been bankrupted twice.