Published by Success Performance Solutions, Written by Ira S. Wolfe

1. Hire the Right Employee - Don’t let a Hot Job Market lead to Lukewarm Hiring Decisions
2. A star is born! New audio and video featuring Ira Wolfe.
3. Perfect Labor Storm Alerts #191 to #195
4. Warning! Severe Worker Shortages Ahead
5. CriteriaOne Train-the-Trainer: August 18-20
6. Best Practice Tips and Resources
7. More Recommended readings: Generation X and Managing the
Generation Mix
8. Summer/Fall Workshop and Speaking Schedule
9. Liar, Liar. Test first for honesty and dependability
10. Reduce team conflicts fast with DISC Behavioral Style
Indicator

1. Don’t let a hot job market lead to lukewarm hiring decisions

After a three-year slump, the job market is on the upswing. That good news for job seekers presents a real challenge for those of you who are doing the hiring. If that sounds counter-intuitive, keep reading.

For employers, a competitive job market ups the ante for hiring—and retaining—competent employees. It’s where the tried-and-true system of skills-based hiring hits a wall.

How do I know this? From you, actually. I ask participants in my workshops why they take several hours out of a busy workday to attend our hiring workshops. The consistent response is: “I want to learn how to hire the right employees.” Being naturally curious, I go on: “How do you describe the right employee?

Without fail, workshop participants list competence, commitment and motivation to describe the “right” employee. In quick succession they add team player, good interpersonal skills, dependability and integrity. Then, I ask the group to define these terms. That’s when the conversation turns lively.

Right now, at your desk, write a one-sentence description for competence, commitment and motivation, as these terms relate to your business. Forward this newsletter to three of your colleagues or co-workers who make hiring decisions asking them to define the same terms. Compare your answers.

Now you know what I know. Everyone of you have an idea of what those terms mean but not everyone agrees. So, how can hiring managers possibly make the right choice with vague and sometimes contradictory hiring criteria? Well, first, let me help define the terms.

Competence is something acquired over time with any combination of education, training and experience. It may be a technical skill such as bookkeeping or computer literacy. Or, competence may be a transferable skill such as problem solving, listening or communication. Competence can be demonstrated and observed.

Commitment is a willingness to do what needs to be done to learn new skills. It requires a “want-to-do-it” attitude. Commitment combines confidence—an employee’s feeling of being able to do a task without much supervision—and motivation, which is that person’s interest in doing a job well.

Traditional skills-based hiring is an excellent tool for evaluating technical ability, but falls short of identifying those applicants with transferable skills. Skills-based assessment worked for hiring switchboard operators in the 1950s but gives inadequate information for hiring technical support staff in the fast-paced, multi-tasked environment of this century.

Is there a reliable way to identify competence and measure commitment in job applicants? Yes. CriteriaOne, offered through Success Performance Solutions, helps managers identify core competencies and assess each applicant’s potential and motivation to do the job. This comprehensive program aligns corporate strategies with individual goals. And, CriteriaOne includes technology to develop skills and monitor performance after employees are hired or promoted.

To learn more about CriteriaOne, follow this link.

To learn more about the next CriteriaOne Train-the-Trainer, click here.

Our consultants, who can help you avoid hiring mishaps, are an email or phone call away.

2. A star is born! New audio and video featuring Ira Wolfe.

The "Resu-mess" on WHP-TV (Harrisburg, PA). View the interview with Sherry Christian and Ira Wolfe.

Worker Shortages Loom Ahead. Jim Plummer, PA Radio (a Public Radio affiliate) interview Ira on The Perfect Labor Storm.  Listen to the interview here.

3. Perfect Labor Storm Alerts #191 to #195

Given the right timing, these facts, figures and trends can create The Perfect Labor Storm, a severe shortage of skilled and dependable workers.

Fact #191: Employers are spending an average of $280 per employee equating to $38 billion a year for injuries suffered at home.

Fact #192: A non-work related, home injury that results in a hospital stay costs nearly $20,000 and a fatal injury costs an employer nearly $30,000.

Fact #193: Health care (medical) spending associated with home injuries cost employers $15.8 billion in a single year.

Fact #194: Employers spend $11.8 billion on sick leave and disability insurance caused by home-based injuries.

Fact #195: $9.6 billion was spent on costs related to workplace disruption plus the costs for training/retraining or hiring new employees.

SOURCE: The State of Home Safety in America(TM)(2004)

4. Warning! Severe worker shortages ahead.
"The Perfect Labor Storm Fact Book: Why Worker Shortages Won't Go Away" is a leading edge forecast that predicts workforce trends for decades to come. Order your copy today - $7.95 includes no shipping costs for limited time only.

Order The Perfect Labor Storm here.

Now Scheduling 2004-2005 keynotes - Ira Wolfe, What's Ahead In Hiring Trends or Generations in the Workplace - You can't work with them, You can't work without them.

5. CriteriaOne® Train-the-Trainer: Competency Identification and Performance Management

Special Fee for The Total View readers - register before July 10, 2004 and save an additional $200 off the early registration fee of $1095. After July 10, registration fee is $1595.

Become a certified CriteriaOne consultant. Learn to identify competencies, complete a job analysis and interpret behavioral, values and personality assessments. The next Train-the-Trainer will be held from August 18-20, 2004 in Lancaster PA. Register early and save $500 and bring a 2nd person at no additional cost.

Register online or call 717.656.4632.

6. Best Practice Tips and Resources

To learn more about hiring best practices, download the U.S. Department of Labor publication, TESTING AND ASSESSMENT: AN EMPLOYER'S GUIDE TO GOOD PRACTICES.

Interviews Questions - What You Can and Can't Ask

Test  your Interviewing IQ

7. More Recommended Readings

90% of Generation Xers said they want feedback immediately or within a few days. But 30% of Xers said they receive their phone bill more often than they get relevent feedback on the job!
Order your copy of Manager's Guide to Managing Generation X.


65% of respondents agreed that generation gaps make it hard to get things done at work. Order Managing the Generation Mix.

View more books at the SPS Bookstore

8. Summer 2004 Workshop and Speaking Schedule

July 26, 2004. Recruiting, Training, and Retaining a Diverse Nursing Workforce, Sponsored by Healthcare IQ, Radisson Hotel, Chicago, IL. Ira will join leaders at this event from University of Pittsburgh Medical Center, Baylor Health Care System, Northwestern Memorial Hospital and Duke University and Health Systems. To vie the conference schedule,

August 18-20, 2004 - CriteriaOne Train-the-Trainer: How to Identify Competencies and Use Assessments for Hiring, Promoting, and Managing Performance. The Hampton Inn, Lancaster, PA. Call 717.656.4632 for more information and to reserve your seat. Limit - 10.

September 1, 2004 - Ethical Shenanigans: How Susceptible Is Your Business? Small Business Group Breakfast. To reserve your place, call The Lancaster Chamber at 717.394.3531. Speaker: Ira S. Wolfe

September 13, 2004 - What is This Thing Called Emotional Intelligence .And Why We Need It In The Workplace?" Sponsored by Clemson University; Location - Harrisburg, PA. Speaker: Marilyn Walker

September 27, 2004 - Best Practices in Performance Consulting, Atlanta, GA. Sponsored by International Quality and Productivity Center. Speaker: Ira S. Wolfe. Ira will join leaders from Dell, Microsoft, HomeBanc, Harley-Davidson,Hewlett-Packard, Putnam Investments, EDS, Synovus and Internal Revenue Service.

9. Liar, liar pants on fire!

Counter-Productive Behavior Index™ is the most cost-effective screening test to identify these high risk work-related attitudes and behaviors such as:

Honesty
Substance Abuse
Computer Abuse
Dependability
Aggressive Tendencies
Sexual Harassment

Counter-Productive Behavior Index™ takes no more than 15 minutes to complete and less than 60 seconds to score. Self-scoring and web-based versions available. Recommended interview questions included.

How do your employees fit on your team. MAP your entire team on our Style Insights Wheel. Identify strengths and minimize conflicts easily.

Get the wheel online. It's included FREE with each DISC Behavioral Style Indicator and DISC Sales Style Indicator Report.

To learn more about Success Performance Solutions or read back issues of The Total View, stop by our website at www.super-solutions.com.

Order your personal copy of Understanding Business Values and Motivators at
http://www.understandingbvm.com

Order your personal copy of The Perfect Labor Storm at
http:/perfectlaborstorm.com

Ira S. Wolfe. 2004 - All Rights Reserved. Reprints and other distribution by permission only.