Steps To Hire The Best

You can use this step-by-step method to hire applicants who are likely to be superstar employees:

highly productive low-turnover

Important: Focus on hiring applicants you rate positively on all seven prediction methods. st Prediction Method = Brief Initial Screening Interview If an applicants application looks suitable, then conduct BISI, a customized - minute over-phone or in-person interview. BISI quickly reveals if an applicant has biographical data similar to your companys superstar employees. For example, at one company, we discovered superstar Sales Reps had many similarities before working for this company:

Work: (a) or previous sales jobs, (b) only or jobs before applying at the company, and (c) kept prior jobs years Education: (a) earned B.A. from state universities, (b) majored in business or liberal arts, (c) worked part-time throughout college, and (d) college jobs entailed a lot of people contact Pay: Earned less than likely first year compensation at this company Vocal Style: Exuded high energy

So, this companys BISI screened-in applicants with similar work, education, pay, and vocal style and screened-out other applicants. nd Prediction Method = Customized Pre-employment Tests If the applicant did well on st Prediction Method BISI, then you can have applicant take customized pre-employment tests. Use tests specifically designed to screen applicants and predict:

Work Behavior e.g., interpersonal skills, personality, and motivations 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 scored similar to your companys superstar employees. rd Prediction Method = In-Depth Interview Using Customized Interview Guide Form If you decide the applicant did fine on st and nd Prediction Methods, then you may conduct an In-Depth Interview. Crucial: Create a customized Interview Guide document for each job, including (a) key make-or-brake job talents, (b) questions to ask, (b) note-taking, and (c) ratings. Importantly, you must provide seminar training to teach managers how to use your customized Interview Guides to assess applicants. Without superb training, interviewers fail to hire the best. th Prediction Method = Role-Play If the applicant did well on rd Prediction Method, then have applicant do Role-Play immediately after In-Depth Interview. The minute role-play lets you see if the applicant has critical job skills. For example, have a Sales Rep applicant role-play selling. Then, assess the applicant using a customized Role-Play Rating Checklist. th Prediction Method = Realistic Job Preview If you decide applicant did well on st th Prediction Methods, then do Realistic Job Preview: For RJP, the applicant spends - day watching an employee doing the job. Benefit: Applicants who received RJP are less likely to (a) accept job offer but, if they accept, (b) turnover. Reason: The RJP assures they know what they are getting themselves into! th Prediction Method = Executive Must Approve All Hiring If the applicant did well on st th Prediction Methods, then one executive at your company reviews Applicant Rating Summary Form. Your companys quick Applicant Summary Rating Form

summarizes ratings positive, average, or negative on st th Prediction Methods forces managers to actually use your structured hiring steps

Important: If the applicants ratings on st th Prediction Methods include + all positive ratings, then executive may approve hiring applicant - average or negative ratings, then the executive may not allow applicant to be hired

th Prediction Method = Reference Checks If your company decides the applicant did well on st th Prediction Methods plus accepts job offer then you conduct Reference Checks. If they prove + positive, then your company keeps applicant as an employee - negative, then you take appropriate action How Much Time Do You Need to Hire the Best? Many managers moan they are time-crunched, and ask how much time these seven steps require. Two answers:

If an applicant does well on st th Prediction Methods, then you invested hours to hire the best Ask yourself: How much time and money did you waste when you hired average or below-average applicants? You wasted many hours plus salary, benefits and low productivity because you failed to invest only hours to hire the best!

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