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"An investment in Knowledge always pays the best interest." Benjamin Franklin. |
The Most Expensive Person You Hire is
the One You Have to Fire Estimated turnover costs:
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More than 50,000 organizations in the U.S. alone use
testing to help them make decisions about hiring, placement, and promotion.
A survey of 500 top HR executives found that 76% of these
companies test 150 or more people/year and 35% test over 500 people/year. 30%
also said that they would increase their use of pre-employment testing during
the coming year. An individual being hired at even a modest level of annual
compensation ($25K), benefits, and employment-related expenses represents at
least a $1.5M investment in current dollars over the course of that
person’s entire career. Companies are now burdened with legal exposure to so-called "negligent
hiring"; that is, the failure to uncover a job applicant’s
incompetence or lack of fitness for a job. High performers are as much as 25-50% more productive
than sub-par performers. If an organization could accurately hire only top
performers they would, then, likely see a reduction in their payroll alone of
upwards of 25%. The four keys to hiring and reducing turnover 1. Job/Employee Compatibility. Is the evaluee’s personality compatible with the requirements of the position? The best time to determine this is BEFORE the person is hired. Answering this imperative question can be accomplished by analyzing the results of The NSight. It is standard procedure for an employer to interview several candidates for a position and narrow the choice down to a couple. Once this has been accomplished, it is then advisable to administer The NSight to your finalist(s). By assessing an applicant’s personality, it is then possible to evaluate their true characteristics and their compatibility with the job in question. It is not unprecedented for an evaluee to perform better during the interview than they do on the actual job. 2. Skills/Knowledge/Experience. Does this individual have the skills and mental resources needed to effectively perform this job? This information can be attained by interview questions, reference checks and skills assessments. By administering The NSight, an evaluee’s verbal reasoning/ comprehension, numerical reasoning, word knowledge and visual perception are measured. These four dimensions shed light on an individual’s mental resources and their level of comprehension. 3. Work Style/Work Ethic. “Is this individual a ‘worker’?” The in-depth interview questions will scratch the surface of this question, but The NSight will cut right to the chase. By measuring and analyzing a correlation of key personality traits, we are able to determine a person’s work style, time management perseverance and drive. 4. Tenure Term Potential/Managing A New Hire. “If I hire this evaluee, will he/she remain for a lengthy period of time and who would best manage this new hire? A person’s work record speaks volumes. By reviewing an individual’s resume, a tenure pattern can be recognized. In addition to an employment length pattern, The NSight enlightens an employer of an applicant commitment and conscientiousness. The analyzing of these key dimensions make it easier to determine whether an individual will be a long term or short term employee. Furthermore, with the knowledge of an individual’s personality, it will be easier to assign him/her to a manager and/or mentor based on compatible personalities. The NSight provides employers with a complete picture of an individual’s strengths, weaknesses and how well they fit into the organization. Is your organization getting the whole big picture? |