Read more about "Employees stressing out on the job" in this month's issue of Labor Storm Alert.

Test your hiring manager's Interviewing IQ
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Interviewing is still the most commonly used selection tool even though the traditional interview is only 7% effective.

Attention hiring managers. Test your knowledge of effective behavioral interviewing.

Coming on April 2. Watch for Interviewing IQ 2. Interviewing IQ 2 will test your knowledge of the legal do's and don'ts when interviewing.

Click here to test your Interviewing IQ.

At risk for burnout?
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Although stress is inevitable and unavoidable, individuals whose work styles are mismatched to a job only increases the risk of job-related absenteeism, illness, mistakes and accidents. Eliminating the stress is impossible but behavioral and personality assessments are becoming an economical and effective way to identify employees who are most at risk and as tools to help coach managers coach them on how to cope with and manage stressful situations.

One assessment is based on the DISC model. The instrument used must include a two-graph model. Most DISC instruments lack the validation and reliability to be used for anything more than communication training and team building. And most popular DISC tools base their results on a third graph, the average of the two graphs.

The Managing for Success(R) instrument is a two- graph model. One graph called the natural graph assesses how an individual prefers to confront problems, influence people, pace themselves, and follow procedures. The second graph called the adapted or response to the environment graph assesses how individuals see themselves performing the job.

If any one or more of the four scales is stretched 20 percent or more, this particular portion of the job may be the source of potential job stress. Above 35 percent, it is likely that this adaptation will lead to job- related mental or physical illness and absenteeism.

Stressed out on the job? Click here to find out why - and what you can do about it.

Stop Guessing, Start Knowing - 2nd Workshops Added in Atlanta and Lancaster
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Don't wait one minute longer - The HRD Press/Training House workshops: Stop Guessing, Start Knowing - How to Accurately Assess Personality and Competencies are filling up.

We have just a few seats open for the morning workshop so we've added an afternoon workshop.

The seminar will be presented in Atlanta (GA) on April 9 and Lancaster (PA) on April 30, from 8:30 AM to Noon and again from 1:30 PM to 5:00 PM

Attention Consultants. Contact us about TotalView and Job Analysis Certification scheduled for April 10-12 and May 1-3. Become an HRD associate before March 31, 2003 and tuition is waived for this 3- day training. For more information call 800.803.4303.

Attendance at Stop Guessing, Start Knowing is limited to the first 20 participants and is FREE to HR and sales managers, COO, CFO, CEO, plant managers, and general managers. To register for this seminar, click on the link below.

Yes, register me today for the Stop Guessing, Start Knowing Seminar.

Match the right people to the right job and reduce job stress
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A second assessment instrument that excels at matching the right people to the right job and reducing the chances of job stress is called TotalView. TotalView is based on a five-factor personality model.

One of the factors is called stability and assesses how an individual copes with criticism and adverse situations. Some individuals take criticisms in stride, are self assured and dignified. Others are prone to lose their temper and view the world as hostile and suspicious. Individuals who are more poised and relaxed can better manage the "stretches" identified in the Managing for Success tool, while those who are more excitable and restless are likely to experience the symptoms of stress and burnout.

Get the TotalView - click here to read more and download free sample reports.

New! The Pricey Hiring Mistake
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What other process in business today has such poor reliability and continues to be the tool of choice to screen and promote an organization's most valuable asset, its people? This reliance on the traditional interview creates two very expensive problems for employers: the cost of hiring the wrong employee and the hassles and expense associated with terminating a wrong hire.

March Business2Business column just released. Click here to read this and other B2B articles.

A little bit goes a loooooong way
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HRBenchmarks recently showed the cost of turnover for one Fortune 500 company.

Total compensation (wages and benefits) for average employee was $50,025;

Annual turnover rate for full-time employees was 23.8 percent;

estimated turnover cost per full-time vacancy was $12,506;

The annual cost of turnover - $119 million!!

By increasing (or decreasing) the turnover rate by just one percentage point, $5 million per year would be added (or subtracted) to the bottom line.

Developing Competence Just Got Easier
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Leadership ability.

Delegation skills.

Analytical thinking.

Change handling skills.

Motivation skills.

These are just a few of the required crucial skills needed by managers and leaders today.

Janus Performance Management Systems is an easy to use and cost effective approach for improving performance, assessing jobs, aligning an organization, and meeting other HR goals. Many organizations have developed a competency model but have not had positive results from the implementation phase - until now.

Email us at janus@super-solutions.com to schedule a free online demonstration. Include your phone number and best time to call.

Click here to learn more about assessing and developing competence with Janus.

Managing Generation Y
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They're blunt. They're savvy. They're contradictory. Self-confident and optimistic. Independent and goal-oriented. Masters of the Internet and PC. Young adults who believe education is cool, integrity is admirable, and parents are role models.

They're the children of Baby Boomers and the upbeat younger siblings of Gen X. They are the 29 million young adults born between 1978 and 1984 streaming into the workplace whose presence will continue to grow each year for the next ten years. They are Generation Y.

Managing Genertion Y is for those who want to become the employer of choice for the next cohort of young adults. Discover the Gen Y traits that pose the greatest challenges to managers as well as the best practices you can implement now to keep these upbeat, techno-savvy workers focused and motivated.

Visit the SPS bookstore and order Managing Generation Y.