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Published by Success Performance Solutions, Written by Ira S.
Wolfe
In
this Week's issue - Legal Guidelines for Interviewing
April
21, 2004
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--
Looking for "winning" employees can be hazardous to your company's
morale
-- Perfect Labor Storm Alerts #141 to #145
-- Stop
Hiring High-Risk Hourly/Entry-level Employees with CBI and SELECT
--
Select The Right Test
-- FREE Job Description Survey Worksheet
--
Legal Guidelines for Interviewing
-- What Is It That
Employees Really Value?
-- Cut your resume paperwork in half and
spend more time with qualified candidates!
-- I know you want to know
this.
-- Online Self and 360 Competency Assessments
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.
To learn more about Success Performance Solutions or read back issues
of The Total View, stop by our website at www.super-solutions.com.
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.
Looking for "winning" employees can be hazardous to your
company's morale
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
Everyone loves a
winner - or do they?
Different people view winning in different ways. Just for a moment,
consider these different "philosophies" on winning.
Winning isn't everything, it's the only thing.
It's not whether you win or lose but how you play the game.
It's not whether you win or lose but with whom you play.
Winning is the result of a perfectly executed plan.
There can only be one winner, the rest are losers.
If you asked Presidents Jimmy Carter and George W. Bush about their
feelings on winning, do you really think you would get the same response?
What about Colin Powell and Ralph Nadar? Magic Johnson and Dennis Rodman?
Barbara Bush and Hillary Rodham Clinton?
Building a winning team requires a clear vision of what winning means
in your organizational culture. For some individuals winning means the
winner is the only competitor left standing. For others everyone's a
winner as long as you played fairly and with all your heart.
Managers toss around the term "team building" without much thought to
the how different employees view winning. But before you go out and
attempt to recruit winners, beware the Dennis Rodman's and or Mike Tyson's
if you expect these winners to play by your rules.
Rodman and Tyson definitely knew how to win. Both of them at one time
were the best in their field. But you might say that they never really
learned how to lose. Rodman's career was cut short by his temper tantrums.
Tyson took the cake - or should I say ear. When losing was inevitable in
one of his most famous fights, he resorted to taking a chunk of his
opponent's ear off with his teeth.
When we are asked to evaluate potential or existing employees, one of
the most commonly sought characteristics is "team player". My thoughts
immediately go to the traits and values that we can accurately assess
using TotalView Assessment System and Business Values and Motivators.
In the TotalView(tm)
Assessment System, we can determine whether an individual prefers
competitiveness or cooperativeness. We can also identify an individual's
inclination to play team sports (group-orientation) such as basketball and
soccer or "team sports" (self- sufficiency) such as wrestling, gold and
swimming. How do individuals react to winning and losing? TotalView also
assesses something called stability, or how individuals react to
criticism, rejection and stress in general. Obviously Mike Tyson, while
the epitome of competitiveness, also was not a poster child for decorum
and coping skills. If we had assessed Tyson, his stability scores would
likely have indicated more restlessness and excitability than a poised and
relaxed demeanor.
Likewise using the Business
Values and Motivators assessment, we can understand why an individual
might be competitive. If his or her dominant value is Power and Authority,
competition and being in control drives the behavior. However, if Social
is dominant, these individuals may get as much enjoyment out of watching
the other team celebrate as they would their own. The Conceptually
motivated will value winning with their minds while the Economic-driven
individual ties winning to dollars and toys. Where do you think the saying
"whomever dies with the most toys win" came from - the Economic and
Power/Authority driven individual!
What's the point of all this? Building a "winning" team takes much more
thought and foresight than just recruiting a bunch of people with a lot of
ambition, drive and motivation who don't like to lose. If your
organizational culture supports a cut-throat, winner takes all attitude,
finding fierce competitors will do the best. But attempt to reign in this
fierce competitor in an environment that values respect for others and
you'll likely end up with a primadonna or two and a huge dose of
resentment.
Success
Performance Solutions help build winning teams. Make sure the right people
are in the right place and going in the right direction. In the comment
box, type "team building" and tell us the most convenient time to contact
you.
Perfect Labor Storm Alerts #141 to #145
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
 Fact #141
Employee fraud is on the rise, soaring from $400 billion in lost
revenue for U.S. businesses in 1996 to an estimated $600 billion in 2002
Fact #142
The majority of employees who steal--68.6 percent --have no prior
criminal record.
Fact #143
Of those who steal, males make up 53.5 percent versus 46.5 percent
females who have a high school education or less
Fact #144
As the employee's education level rises, the incidence of theft
declines: 56.9 percent of thieves have a high school education or less,
32.7 percent have a bachelor's degree, and 10.4 percent have a
postgraduate education. Source: Association of Certified Fraud Examiners
Fact #145
On a per-company basis, one out of every 30 employees was apprehended
for theft from their employer in 2002.
Source = CHC Forecast Inc.
"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!
Stop Hiring High-Risk Hourly/Entry-level Employees with CBI and
SELECT
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
Counter-Productive
Behavior Index(tm) is the most cost- effective screening test to identify
these high risk work- related attitudes and behaviors:
Honesty
Substance Abuse
Computer Abuse
Dependability
Aggressive Tendencies
Sexual Harassment
Counter-Productive Behavior Index(tm) takes no more than 15 minutes for
a candidate to complete and can be scored on paper in less than 60 seconds
to score or online. Online reports include a structured interview guide
with recommended interview questions.
SELECT(r) Associate System is a pre-employment screening tool to
identify work-related behaviors such as Positive Service Attitude,
Accountability, Frustration Tolerance, Acceptance of Diversity,
Multi-tasking and more, plus a Validity Check and Integrity Index.
Each customized report includes a step by step interview guide
including recommended interview questions.
Reduce
Absenteeism, Theft and Harassment!
Select The Right Test
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
Confused by which
test to use for which employee or position? Then visit our newest guide to
helping managers Select The Right Test.
Beginning with pre-hire tools to screen out high risk candidates to
development assessments to help guide an employee's career, you'll find
nearly our whole family of assessments conveniently listed with active
links to view samples of all the reports.
Don't find a report that you're looking for, just email us.
Select
The Right Test - View the SPS Assessment Guide here.
FREE Job Description Survey Worksheet
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
 Hiring the right employee
for the job begins with developing a top performer profile with the
TotalView Assessment System. Try it for FREE - just follow the link below.
Complete
your Job Description Worksheet here.
Legal Guidelines for Interviewing
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Asl only job-related questions.
Avoid potentially discriminatory questions.
Be consistent in the questions asked of each candidate.
Provide the same information to all candidates.
Spend about the same amount of time with all candidates.
Make evaluations in the same way for each candidate.
Take good notes, providing documentation as to why each evaluation was
made.
Base evaluations on whether the candidate has the skill to do the job.
Source: Interview for Success 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.
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.
Cut your resume paperwork in half and spend more time with
qualified candidates!
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
 What is Total APS(tm)? It is
our newest technology - it looks and functions like a private job board.
Post your jobs and have your job applicants move through our structured
screening process. Critical Rapid Screening Data (RSD) is captured,
including resumes and job specific personality testing. Managers are
enabled to compare candidates and make accurate decisions quickly. Test
batteries include: FirstView, a 15 minute indicator of basic job fit for
15 different job positions CBI, a highly effective 15-minute assessment of
honesty, integrity, dependability and tendencies toward aggressiveness and
sexual harassment. TotalView, the definitive indicator of high performer
job fit. This assessment can be benchmarked specifically for any job.
Total APS is available on a pay per-hire basis for 7, 30, or 60 days at an
unbeatable cost! You can screen 5 people or 50 people all at the same low
cost, until you find the right person for the job! For larger
organizations or smaller businesses faced with high turnover or seasonal
jobs, Total APS is also available for annual unlimited use licenses (based
on number of positions and number of employees).
Learn
more about Total APS - Unlimited personality assessments and FREE
InterView Guide through May 31, 2004
I know you want to know this.
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Mosquito repellents do not repel. They hide you. The spray blocks the
mosquito's sensors so they don't know you're there,
Dentists have recommended that a toothbrush be kept at least 6 feet
away from a toilet to avoid airborne particles resulting from the flush.
The liquid inside young coconuts can be used as substitute for blood
plasma.
No piece of paper can be folded in half more than 7 times.
Donkeys kill more people annually than plane crashes.
Online Self and 360 Competency Assessments
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
 Janus Performance Management
System - tailored to match individual needs by developing the competencies
that are most relevant for every job.
Janus provides a comprehensive, step-by-step planning design to help
manage this process effectively.
Janus not only provides a suite of goal setting and appraisal forms and
templates to help this action planning process, but also helps to ensure
that all reports are in plain language, complete, comprehensive, and
easy-to-use.
Build customized reports in minutes
36 Janus Critical Core Competencies are based on the principles of the
Balance Scorecard.
View
a sample Janus report.
Contact
Information
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email: iwolfe@super-solutions.com
voice: 717.656.4632
web: http://www.super-solutions.com
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