For more than 30 years, all the products and services Humetrics offers have served a single, simple philosophy: Hire Tough, Manage Easy. Uncommon as it may be, it’s only common sense: When you make your jobs tough to get, only the best people will rise to the top. These are the talented, team players who make a manager’s job easy.
Applicant Screening: Uncommon Common Sense
When it comes to applicant screening, we focus exclusively on what makes the difference between mediocre, run of mill, hourly employees and the great ones – ATTITUDE.
Most employers are proficient when it comes to identifying applicants with the requisite skills, experience, training, mental and physical abilities, as well as the personality types that best fit the job at hand. The stumbling block in the screening and selection process, however, has always been attitudes. It’s nearly impossible to uncover applicants’ real attitudes when they are determined to convince you they are the perfect fit. It only follows that the #1 reason new hires fail is not because they cannot do the job, but because they won’t.
While personality testing has long been the applicant screening “gold standard,” savvy employers now realize that attitude trumps personality every time. This is because people with good attitudes manage their personalities to get whatever needs doing done – whether they like doing it or not. People with good attitudes embody the difference between “having a job” and “having responsibilities.”
The Humetrics STAR pre-employment attitude assessments effectively separate the wheat from the chaff and screen in the applicants with the core attitudes that spell success. Depending on the job’s requirements, these assessments evaluate a wide range of attitudes:
|• Candidness||• Helping Disposition|
|• Team Player||• Responsibility|
|• Reliability||• Rules Compliance|
|• Dedication||• Initiative|
|• Self-confidence||• Dedication|
When an employer knows whether or not a candidate has the right attitudes, no time is wasted interviewing unsuitable applicants.
For more information: STAR pre-employment attitude assessments, call (713) 771-4401 or email email@example.com.
Interviewing: Uncommon Common Sense
There are thousands of questions you could ask job applicants and, for legal reasons, there are hundreds you cannot. The problem is that few hiring managers have had any interview training and most of them just wing it! Many ask ineffective, nonsensical questions that get meaningless answers. Questions like: “Where do you see yourself in five years?” and “Why should I hire you instead of one of the other applicants?”
The Humetrics’ solution is a structured interview built around a core question set developed and field tested for over 30 years. We customize these structured interviews to each client’s particular needs so they can easily compare apples to apples and screen in only the best.
Some of the unique features of the Humetrics’ approach to interviewing include:
The questions every employer needs to answer before they hire anyone.
How to position applicants to tell the truth, the whole truth, and nothing but the truth.
The key questions to ask every applicant.
How to hire the best employee rather than the best applicant.
Why it’s important to “watch the movie” from the beginning.
How to recognize red flags (like bad mouthing former employers).
How to overcome the interviewer’s personal biases.
How to avoid being taken in by fleeting first impressions.
How to ask the tough questions (regarding drug use, dishonesty, values, etc.)
The importance of selling promising applicants on the job and the company.
The three keys to making the hire/don’t hire decision.
For more information, call (713) 771-4401 or email firstname.lastname@example.org.