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7 Steps To Hire The Best
By Michael Mercer, Ph.D., Sat Dec 10th
You can use this step-by-step method to hire applicants who arelikely to be “superstar” employees: - highly productive -low-turnover Important: Focus on hiring applicants you rate positively on allseven 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 datasimilar to your company’s “superstar” employees. For example, at one company, we discovered “superstar” SalesReps had many similarities before working for this company: *Work: (a) 1 or 2 previous sales jobs, (b) only 1 or 2 jobsbefore applying at the company, and (c) kept prior jobs 2 – 5years * Education: (a) earned B.A. from state universities, (b)majored in business or liberal arts, (c)worked part-timethroughout college, and (d) college jobs entailed a lot ofpeople contact * Pay: Earned less than likely first yearcompensation at this company * Vocal Style: Exuded high energy So, this company’s BISI screened-in applicants with similarwork, education, pay, and vocal style – and screened-out otherapplicants. 2nd Prediction Method = Customized Pre-employment Tests If the applicant did well on 1st Prediction Method – BISI, thenyou can have applicant take customized pre-employment tests. Usetests specifically designed to screen applicants and predict: A.Work Behavior – e.g., interpersonal skills, personality, andmotivations 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 scoredsimilar to your company’s “superstar” employees. 3rd Prediction Method = In-Depth Interview Using CustomizedInterview Guide Form If you decide the applicant did fine on 1st and 2nd PredictionMethods, 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 managershow to use your customized Interview Guides to assessapplicants. Without superb training, interviewers fail to hirethe best. 4th Prediction Method = Role-Play If
the applicant did well on 3rd Prediction Method, then haveapplicant do Role-Play immediately after In-Depth Interview. The15 – 30 minute role-play lets you see if the applicant hascritical job skills. For example, have a Sales Rep applicantrole-play selling. Then, assess the applicant using a customizedRole-Play Rating Checklist. 5th Prediction Method = Realistic Job Preview If you decide applicant did well on 1st – 4th PredictionMethods, then do Realistic Job Preview: For RJP, the applicantspends ˝ - 1 day watching an employee doing the job. Benefit:Applicants who received RJP are less likely to (a) accept joboffer – but, if they accept, (b) turnover. Reason: The RJPassures 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, thenone executive at your company reviews Applicant Rating SummaryForm. Your company’s quick Applicant Summary Rating Form *summarizes ratings – positive, average, or negative – on 1st –5th Prediction Methods * “forces” managers to actually use yourstructured hiring steps Important: If the applicant’s ratings on 1st – 5th PredictionMethods include + all positive ratings, then executive mayapprove hiring applicant - average or negative ratings, then theexecutive may not allow applicant to be hired 7th Prediction Method = Reference Checks If your company decides the applicant did well on 1st – 6thPrediction Methods – plus accepts job offer – then you conductReference Checks. If they prove + positive, then your companykeeps applicant as an employee - negative, then you takeappropriate action How Much Time Do You Need to Hire the Best? Many managers moanthey are time-crunched, and ask how much time these seven stepsrequire. Two answers: 1. If an applicant does well on 1st – 7thPrediction Methods, then you invested 2 – 3 hours to hire thebest 2. Ask yourself: How much time – and money – did you wastewhen you hired average or below-average applicants? You wastedmany 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.
About the author:Michael Mercer, Ph.D., is America’s Hire the Best Expert™. Dr.Mercer authored five books, including “Hire the Best -- & Avoidthe Rest™”. Many companies rely on his pre-employment test –“Abilities & Behavior Forecaster™ Test” – to help hire the best.You can subscribe to his free e-Newsletter at www.DrMercer.comor call him at (847) 382-0690.
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