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Published by Success Performance Solutions, Written by Ira S. Wolfe
April 7, 2004
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-- Jobseekers Create "Resu-mess" for Employers
-- Perfect Labor Storm Alerts #131 to #135
-- Eight Crucial Survival Skills
-- Managing Values, Valuing Results
-- Have you ever avoided an employee's review and hoped they would quit first?
-- A Closer Look at Behavior-Based Interviewing
-- What Is It That Employees Really Value?
-- Just the facts: Bring Home the Bacon
Greetings!
Welcome to this week's issue of The Total View.
Ira S. Wolfe ©2004 - All Rights
Reserved. Reprints and other distribution by permission
only.
With more candidates applying and looking for jobs
on the Internet, it's like having six lanes of traffic
merging into a two-lane tunnel and that translates into
a bottleneck at the hiring tollgate. Don't miss this
week's column abou the "Resu-mess".
To learn more about Success Performance
Solutions or read back issues of The Total View, stop by
our website at www.super-solutions.com.
Our most popular link in last week's issue:
Sample Report -
Interview Generator
Understanding Business Values and
Motivators and The Perfect Labor
Storm Fact Book are here.
Preview the
introduction and first chapter of Understanding Business
Values and Motivators at no charge by following the link
in the Understanding Business Values and Motivators
section below.
Continue reading The Total View and order your
copy below.
April Seminar Schedule.
April 13, 2004 - Total Applicant Processing
System - Eliminate The Headaches and Logjams When
Screening Candidates Register Here for
APS.
April 21-23, 2004 - CriteriaOne Train-the-Trainer:
Learn to Hire Competence with Confidence. Register
below for CriteriaOne.
Jobseekers Create "Resu-mess" for Employers
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A massive influx of resumes is creating an
administrative nightmare, a "resu-mess" in human
resource.
In addition, just like the neighbor attending an open
house just to get a peak about how the people on the
other side of the street live, an increasing number of
job candidates are just "shopping".
But more candidates isn't necessarily better. Sifting
through the resumes takes time. Few managers, human
resource profressionals and assistants have the time to
screen the applications, call the candidates, fight the
voice mail tag, complete phone interviews, schedule
face-to-face interviews and so on.
Successful recruiting strategies to select-in more of
the right candidates are being derailed by a voluminous
response of applicants. While attempting to disqualify
the unqualified or disinterested applicants, high-demand
qualified candidates are overlooked and turned off by
slow response times, cumbersome hiring hurdles, or
inexperienced, and sometimes inept, interviewers.
To further complicate matters, 44 percent of 2.6
million resumes reportedly contained at least some lies.
(Source: Avert Inc)
A survey from the Society of Human Resource
Management reports human resource professionals are
uncovering lies in these categories:
Length of employment, 53 percent.
Past salaries, 51 percent.
Criminal records, 45 percent.
Former job tales, 44 percent.
Former employers, 35 percent.
Driving records, 33 percent.
College degrees, 30 percent.
Credit, 24 percent.
Schools attended, 22 percent.
Social Security number, 14 percent.
Lying isn't just a problem at the hourly level either.
"At least 23 percent of 7,000 resumes submitted for
president, V.P. and board of director positions had been
a little cooked." (Source: Christian & Timbers)
The problem doesn't stop there. Forty million drug
tests are conducted each year on job candidates and
employees. But employees learn "the ropes".
But the prevalence of screening and the reach of
the Internet has fostered a thriving cottage industry of
entrepreneurs who promise to help workers beat the
tests. Products like Urine Luck to counteract urine
tests, Get Clean Shampoo intended to counteract hair
tests and Quick Fizz tablets for saliva tests are readily
available.
Businesses are at a crossroads. Business just wasn't
always as complex as it is today. Everything has
changed. Streamlining recruitment, hiring quickly, and
selecting the right people are no longer options but key
growth strategies.
Stop the "Resu-mess" here.
Perfect Labor Storm Alerts #131 to #135
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
Fact #131
99% of all workers perform some reading-related
work each day; to keep pace on the job they read 113
minutes a day.
Fact #132
50% of the U.S. population, ages 16-65 are
functionally illiterate.
Fact #133
52% of high school graduates lack the basic skills
required to do their jobs adequately.
Fact #134
Only 25% of high school graduates are considered
to have excellent basic skills.
Fact #135
The estimated yearly cost of
illiteracy due to non-productivity, crime and loss of tax
revenue is $225 billion.
Source = Adult Literacy Survey
"The Perfect Labor Storm Fact Book: Why
Worker Shortages Won't Go Away" is HERE! Order your
copy today - $7.95 includes free shipping for limited
time only.
Order your copy of The Perfect Labor Storm Fact Book today!
Eight Crucial Survival Skills
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1. Technology
2. Communication
3. Computation skills
4. Critical thinking and problem solving
5. Information management skills
6. Interpersonal skills
7. Personal skills
8. Community skills
Source: Learning Outcomes for the 21st Century,
Workplace Visions, 2002
Only 1 seat remains for the next CriteriaOne Train-the-
Trainer scheduled for April 21 - 23 in Lancaster, PA.
Learn to identify and assees essential core
competencies.
Begin to Hire Competence with Confidence.
Managing Values, Valuing Results
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
"Avoiding a disconnect between the cultures of worker
and company"
When people are hired, they come with
personalities - individual preferences to think and
behave in certain ways. And yet many managers still
downplay the impact that personalities has on
performance (or the lack of it) and continue to rely on
experience, education and "gut feeling" as the primary
rights of passage for hiring the "right" people.
To read more about Managing Values, Valuing Results as published in Business2Business, click here.
Have you ever avoided an employee's review and hoped they would quit first?
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
Or have you ever -
Put off giving employee evaluations to the last
minute (or completely avoided them entirely).
Promoted an employee into a position for which he
or she wasn't qualified.
Paid out a bonus to an employee who didn't
deserve it.
Postponed terminating an under-performing or
disruptive employee because you lacked adequate
documentation of incidents and performance failures.
Then Pathfinder, the Integrated Performance System
may be for you. What are the benefits of Pathfinder?
Links individual employee productivity to strategic
goals and business profitability.
Pays for performance not tenure.
Takes the hassle out of employee evaluations.
Holds employees accountable for meeting individual
goals and personal development.
Gives managers the ability to track employee
performance 24/7 from any location
View a sample report of Performance Facilitator here.
A Closer Look at Behavior-Based Interviewing
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
Behavior-based interviewing has been around for 25
years, but the practice has recently been gaining
momentum with the increasing demand for skilled and
competent employees.
"Behavioral interviewing" is defined as an analysis of
a candidate's potential abilities by examining skills that
have been used in past job performance. The main
difference between this type of interviewing and a
regular interview is that candidates are asked to give
specific examples of how they acted in the past,
instead of being asked to share their opinions or ideas.
To read more about Success Stories using behavioral
inteviewing, Click Here.
To conduct a behavioral interview, interviewers
need to know what to look for in a
candidate's response. Online Interview Generator(r)
pairs specific "target behaviors" to over 60 competency
based interview questions.
Online Interview Generator(r) (IG) allows users to
create company and job specific customized behavioral
interview guides in minutes. Satisfied IG users include
hiring managers, employers, human resources
professionals, and consultants.
As an IG user, you can choose an already-
developed interview guide from our Job Library of over
40 standard job titles (from Administrative Assistant to
COO), then quickly and easily edit to fit
your open job. Or, you can choose to design your own
interview guide from "scratch" using our extensive
database of 65 competencies, and over 1,500 different
target behaviors (interview "answers"), and
corresponding interview questions.
IG is extremely versatile and flexible - it can be
used for selection in every industry, business and
organizational environment. IG is inexpensive and cost-
effective; clients can purchase interview units
separately, or through a site license.
View a sample Interview Guide created with Interview Generator.
What Is It That Employees Really Value?
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
6 Proven Motivators are revealed in Understanding
Business and Values.
Order your copy of "Understanding Business Values
and Motivators". (Yes, Understanding Business Values
and Motivators is finally here.)
Understanding Business Values and Motivators is
an introduction to understanding the six business
values and motivators that drives human performance.
In this book, Ira Wolfe describes how each of the
motivators affects peoples' behavior in the workplace
and how managers can tap into those motivators
to increase productivity and improve performance.
Order your copy today - only $12.95. Want a copy of
all your managers - call us for volume discounts.
Attention Consultants - call us about affiliate and
re-seller programs.
Preview Understanding Business Values and Motivators today.
Just the facts: Bring Home the Bacon
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In the Old Days sometimes they could obtain pork,
which made them feel quite special. When visitors
came, they would hang up their bacon to show off. It
was a sign of both wealth and that a man could "bring
home the bacon." They would cut off a little to share
with guests and sit around and "chew the fat."
Contact Information
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email: iwolfe@super-solutions.com
voice: 717.656.4632
web: http://www.super-solutions.com
