Posted by EmployTest - on Thu, Aug 20, 2009 @ 11:05 AM
Entrepreneurs aren't very adept at evaluating job candidates. They are too busy and too optimistic, says Jay Goltz in yesterday's NYTimes article "Updating the Peter Principle: How to Hire After the Recession." "They hear what they want to hear, don't ask the tough questions," and don't understand the job applicants "lie and are delusional". A bit harsh perhaps, but the essence of what he says is true.
In his quest to improve your hiring processes, Goltz also references the "Peter Principle", the theory that people are continually promoted until they reach their level of incompetence, which he modifies only half-jokingly, to say that, instead of being denied further promotions, these people are instead laid-off or downsized. And then suggests that those are the people that you are sorting through during your selection process--the incompetent ones.
Well, not exactly true. There are plenty of rock stars out there, ready to come aboard and land your next big client or provide excellent service so you can keep the clients you have.
Goltz's final point was this:
"Establishing a better hiring process will have a profound impact on your business. When you hire better people, not only does your business get better, but your life also gets easier. It's the ultimate win-win."
Couldn't agree more. But how should you do this? One piece of the puzzle is by using pre-employment tests (in our own humble opinion). Personality tests. Microsoft Office tests. Clerical tests. Customer Service tests. These skills assessments will give an accurate and objective snapshot of what the person knows, and more importantly, what they don't know. Remember that if you are not testing your applicants, you could be hiring the rejects that your competitors refused to hire.