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The Total View
The Whole Person Approach for Selecting and Managing Top Performers
May 21, 2003
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-- Top performers: Know now what makes them tick and click.
-- Test Your Interviewing IQ
-- It's not lost - I just don't remember where I put it last.
-- A solution for managers who hate doing performance reviews.
-- Question of the week: If a test is valid, is it legal to use?
-- Missed a previous issue?
-- Rule #1 of good employee behavior - Show up for work!
-- Last day for discount! CriteriaOne Certification Training - June 5-6-7, 2003
-- Pocket Guides for Managers As Low as $9.95
Just released! May issue of Labor Storm Alert. To read
this month's issue, click here.
Labor Storm
Alert_May 2003
Top performers: Know now what makes them tick and click.
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If tomorrow, 50 percent of your top performers left,
could your business survive?
It's bad enough when you lose one top employee.
Imagine losing all your top employees to your
competitor. That is what happened this month to one
major player in the eyecare industry.
Just last week an acquaintence of mine changed jobs.
But that's not a big deal. Everyone changes jobs.
She accepted a position with her former employer's
chief competitor. That wasn't too big a deal for her or
her former company either. No one is indispensable and
losing one
salesperson, although she "owned" her
market share in Central Pennsylvania, is not
catastophic.
What is a big deal is that nearly 30 percent of her co-
workers went with her including
the #1 salesperson in the company and maybe the
country.
Her new employer didn't just go out and hire these
people. They courted and recruited them.
But they didn't just recruit anyone. They recruited just
the best. In sports you at least can get compensated
with future draft choices and a few players. In
business, that's life.
For anyone who thinks The Talent Wars of the 90's are
over, you're wrong. The war for talent hasn't even
begun. Believing you have the luxury of time to prepare
for this war will steer your organization right to the
brink of disaster.
More and more organizations, small and large, are
taking the proactive approach to recruitment and
retention. They are assessing
their talent pool to better understand who these people
are,
what motivates them and what they can do to retain
them the best and develop the rest.
Waiting until a top performer moves up or out to find
out what made them tick and click will be too late to do
anything about it. As one organization found out, the
war for talent isn't over. It's just that the competition
got a lot more sophisticated and aggressive.
Remember every top performer on your payroll is
just the top prospect in your competitor's tickler file.
CriteriaOne Assessment tools are not only for selection and hiring but development, coaching and identifying retention and re-deployment strategies. Contact us today by clicking here and typing CriteriaOne in the Comment box.
Test Your Interviewing IQ
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Interviewing is still the most commonly used selection
tool even though the traditional interview is effective
at identifying a top perfomer as few as 1 in every 14
times. It's not always the fault or due to the
inexperience of the interviewer either. The laws are
complicated, time is always too short and the
candidates are a lot more savvy and have more time to
prepare.
Test your interviewing skills and then
order "Interviewing and Hiring Top Performers" for only
$9.95 plus S/H.
Click here to order your copy
today.
Order one for all your managers. Save 5% on orders of
10 to 50 and 10% on orders of
51 or more.
Now take this test and determine how well you
know the ins and outs of effective interviewing.
Feel free to forward this test to your manager or boss.
We won't tell where it came from!
Test your Interviewing IQ here.
It's not lost - I just don't remember where I put it last.
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The average American spends almost 4 minutes
searching for lost keys, televison remote controls,
mobile telephones, and other items every time one of
the little suckers sprouts legs and walks off.
Four
minutes may not sound like a long time, but the minutes
add up. If a person misplaces his wallet once every
week, he would spend 3.5 hours each year trying to
hunt the darn thing down.
Americans who consider themselves
as "extremely
organized" spend as little as 1 minute and 18 seconds
finding misplaced items while adults who say they are
not organized at all take up to 8.5 minutes to locate a
missing item.
In the average small business,
each staff member spends at least
3 to 5 hours per week looking for
information. At an hourly rate of
$12 per hour that adds up to over
$2,800 per employee per annum.
Even worse, can you afford to hire
and retain employees who spend 15
percent of their work week looking for
misplaced information?
When evaluating a new hire for organizational skills
or coaching an employee whose desk looks like it was
just ransacked, start first with assessing his
personality.
TotalView allows us to evaluate an
individual's natural
tendency to follow the rules, abide by traditions, plan
ahead, and follow through. The trait is called
Conscientiousness and the TotalView report
compares
individuals to a normed population.
If an
individual "scores" a "1", he or she may take a casual
attitude to rules and organization. That means 98
percent of the population is more conventional and
organized than a "1" conscientiousness.
A "10" on
the other hand has a place for everything and
interprets the rules as black and white. Ninety-eight
percent of the population are more flexible than 10's.
Neither a 1 nor a 10 makes a good or bad person.
All it indicates is how challenged an individual might be
with rules and structure or freedom and flexiblity.
If
the job requires strict adherence to pre-established
rules, individuals who score from 6 to 10 will have a far
easier time at keeping organized and complying. If
flexibility and
innovativeness are required, individuals who score from
1 to 5 will find it much easier to adapt to changing
situations (when they are not looking for their keys!)
with dynamic expectations.
To learn more about how TotalView can help you select and develop skills such as organizational ability, click here.
A solution for managers who hate doing performance reviews.
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It's time to take a serious look at Janus
Performance Management System. With Janus it's easy
to identify the competencies that should be evaluated,
set up evaluation forms (online or paper), and assess
from 1 to 1000s of employees in minutes.
Each employee and manager then receives a report
identifying skill gaps,
providing recommendations for improvement and guiding
employees through an
individual development plan. Reports are available in
self, 180 and 360 versions.
The Online Janus
System makes it easy to
identify from 3 to 10 core competencies per position,
build
competency-based job descriptions, develop job-
specific interview questions and adminster performance
evaluations - a seamless, continuous, cost-effective
solution to selecting and managing top performers.
Contact us about scheduling a free tour of Janus. Please type "call me about Janus" in the comment box.
Question of the week: If a test is valid, is it legal to use?
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There is a lot of confusion about validity. Validity is
actually a technical term that determines if a test
measures what it is supposed to measure. Let's say
you hop on the scale to weigh yourself. The scale
measures your weight. The scale is a valid instrument
to measure your weight.
But oh my. The scale says you weigh 5 more
pounds that the scale at the gym. So you set the
scale back 5 pounds. Is the scale accurate? You don't
know - one of the scales is off. The scale may be
valid but the accuracy, or reliability, of one of them is
off.
For a test to be legal, the test must be valid and
reliable. But validity and reliablity is not enough to be
legally defensible. A psychologically constructed test
like the MMPI is highly respected and very valid and
reliable. However, the courts have already ruled that a
psychologically constructed test may ask questions
that unnecessarily invades an individual's privacy or at
least asks questions that lack job relevancy. In a
landmark case, the courts ruled against Dayton-Hudson
to the tune of $2 million for using a valid and reliable
test that unfortunately was constructed to diagnose
clinical pathology not business related performance.
In order to be legally defensible, any assessment used
in the workplace must be (1) constructed in such a
way that it assesses job relevant personality traits, (2)
valid, and (3) reliable.
TotalView Assessment System was built exclusively
for business and meets the validity and reliability
benchmark standards of leading edge workplace tests
like the
Hogan Personality and 16PF.
To post your questions about employee selection and testing, click here and join our Bulletin Board. It's FREE.
Missed a previous issue?
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Just visit our online library at www.super-solutions.com
to view all the past issues of The Total View, Labor
Storm Alert along with dozens of articles.
Click here to read previous newsletter and articles.
Rule #1 of good employee behavior - Show up for work!
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
You offer the job and he accepts. But he doesn't show
up or shows up late. A few days later you suspect he is
stealing or allowing his friends to lift a few of your items
that he thinks you'll never miss.
Or maybe he does show up on time but loses his
cool with a customer and makes a few sexual innuendos
to your female workers.
"If only I had known before I hired him", you mutter.
CBI is your answer. For as little as $12 you
can now pre-screen for:
Undependability
Dishonesty
Workplace Aggression
Drugs
Computer Abuse (personal emailing, surfing, etc)
NEW! Sexual Harassment
The above counter productive behaviors devastate a
company's workforce and bottom line.
The Counterproductive Behavior Index is a new
validated low-cost attitude survey for entry level
positions that
screens out the chronic problem employee before you
hire
him or her.
Save time, money, and stress in your workplace by
screening out the chronically undependable or
dishonest, BEFORE they become a management
headache. This 10-15 minute screening tool (available
in English and Spanish) provides a risk profile of the
candidate and structured interview questions to keep
the bad apples out and stop them from spoiling the
bunch.
To learn more about CBI, click here.
Last day for discount! CriteriaOne Certification Training - June 5-6-7, 2003
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"Light years ahead of the competition" says one
CriteriaOne participant.
"A must for anyone interested in lowering turnover
and improving productivity."
If job analysis, job matching or employee testing is
on
your strategic calendar this year, you don't want to
miss CriteriaOne. (
CritieriaOne received trademark status in March
2003.)
Register
by May 21 and save $400 off our registration fee
for
our next CriteriaOne Train-the-trainer
workshop to be held on June 5-6-7, 2003 in
Lancaster PA. Read what one participant in our last
workshop
had to say about his experience:
"Your CriteriaOne seminar this weekend was
incredible. For years I did both contingency and
retained search work for clients nationwide thinking the
screening tools I used were serving us well. The
information and skills you shared during our training are
light years ahead of the rest of the screening and
assesment systems out there."
B.M., Sr. Sales Consultant
Become certified in CriteriaOne: The Whole Person Approach. Cllick here. Please indicate the best time and day to contact you.
Pocket Guides for Managers As Low as $9.95
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The perfect training tools for supervisors and
managers. Practical, easy to read and budget-friendly.
Visit our new pocket guide section in our
bookstore. Find titles such as:
Manager's Pocket Guide to Emotional Intelligence
Manager's Pocket Guide to Effective Meetings
Managing the Generation Mix
Managing Generation Y
and more. Order one for every manager.
Management tip: Start a monthly book club for
your management team. Purchase a new
title for each manager and schedule a breakfast or
lunch meeting to share new solutions about managing
and motivating employees.
Buy 11 and get the 12th FREE; 100 or more and
save 10%.
Visit the Pocket Guides for Managers.
Contact Information
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email: iwolfe@super-solutions.com
voice: 717.656.4632
web: http://www.super-solutions.com
