| Did you know that an estimated two-thirds of | | | | - Accommodating |
| employee hiring decisions may be mistakes? This | | | | - Independence |
| article will provide you with information that can help | | | | - Objective judgment |
| you improve your employee hiring and screening | | | | - Enterprising |
| practices so that you can cut costs and maximize | | | | - Financial |
| productivity in your organization. Whether you're an | | | | - People service |
| owner, an executive or a manager, the following | | | | - Creative |
| information will be beneficial to you. | | | | - Technical |
| From your experience you know you have hired some | | | | - Mechanical |
| excellent employees and some who failed. Now take | | | | This data is used to create a unique Job Fit profile that |
| a moment and think back. Did you use the same | | | | lays the foundation for the skills and characteristics |
| employee screening method to hire both? Typically we | | | | required by your company for screening and hiring |
| find that employers do employ the same methods for | | | | talented people. |
| each position. This suggests that your existing | | | | With the job profile analysis, multiple managers have |
| employee selection process may produce inconsistent | | | | the ability to weigh their opinions and express views |
| hiring results. | | | | regarding a specific position. Once the 57-question |
| Assessments are invaluable employee screening tools | | | | analysis has been completed, managers' responses |
| for increasing consistency in your employee selection | | | | are entered into the assessment center for |
| system. What makes them so invaluable? Job Fit | | | | processing. The result is a unique Job Fit profile. |
| technology. By combining tested and reliable data | | | | In addition to providing information about a candidate's |
| derived from pre-employment screening assessments | | | | personality type and behavioral characteristics, the Job |
| with a customized job analysis survey, you can create | | | | Fit Assessment will provide customized, tough |
| a benchmark by which you can hire an employee who | | | | interview questions that are prepared specifically for a |
| best fits your job and company. | | | | particular candidate based on their assessment results. |
| How does it Job Fit technology work? Based on | | | | These Department of Labor approved, specific |
| objective criteria, the management team selects top | | | | interview questions can be used in the second |
| performers in a given position. The top performing | | | | interview. This gives managers a critical advantage in |
| employees are assessed on their mental ability, | | | | the hiring process. |
| behavioral traits and occupational interest, which include | | | | Including Job Fit as a key factor in your employee hiring |
| the following 20 core characteristics: | | | | and screening process will make your allocation of |
| - Learning index | | | | human capital significantly more effective and give you |
| - Verbal skill | | | | a competitive edge in your industry as you increase |
| - Verbal reasoning | | | | consistency and success in hiring talented employees. |
| - Numerical ability | | | | Matching people with the work they do creates a solid |
| - Numeric reasoning | | | | workforce that has the right people in the jobs they |
| - Energy level | | | | were born to do. |
| - Assertiveness | | | | Most employee hiring decisions are made with |
| - Sociability | | | | inadequate information; however, assessments will |
| - Manageability | | | | deliver the information you need to know before |
| - Attitude | | | | tendering a job offer and making a hiring mistake. |
| - Decisiveness | | | | |