You can use this step-by-step method to hire applicants who are likely to be “superstar” employees: - highly productive - low-turnover
Important: Focus on hiring applicants you rate positively on all seven prediction methods.
1st Prediction Method = Brief Initial Screening Interview
If an applicant’s application looks suitable, then conduct BISI, a customized 15-30 minute over-phone or in-person interview. BISI quickly reveals if an applicant has biographical data similar to your company’s “superstar” employees.
For example, at one company, we discovered “superstar” Sales Reps had many similarities before working for this company: * Work: (a) 1 or 2 previous sales jobs, (b) only 1 or 2 jobs before applying at company, and (c) kept prior jobs 2 – 5 years * Education: (a) earned B.A. from state universities, (b) majored in business or liberal arts, (c)worked part-time throughout college, and (d) college jobs entailed a lot of people contact * Pay: Earned less than likely first year compensation at this company * Vocal Style: Exuded high energy
So, this company’s BISI screened-in applicants with similar work, education, pay, and vocal style – and screened-out other applicants.
2nd Prediction Method = Customized Pre-employment Tests
If applicant did well on 1st Prediction Method – BISI, then you can have applicant take customized pre-employment tests. Use tests specifically designed to screen applicants and predict: A. Work Behavior – e.g., interpersonal skills, personality, and motivations B. Mental Abilities – e.g., problem-solving, vocabulary, math, grammar, and small detail abilities
Importantly, test must use customized “benchmark scores” based on scores of your “superstar” employees. With customized “benchmark scores,” you quickly see if an applicant scored similar to your company’s “superstar” employees.
3rd Prediction Method = In-Depth Interview Using Customized Interview Guide Form
If you decide applicant did fine on 1st and 2nd Prediction Methods, then you may conduct an In-Depth Interview. Crucial: Create a customized Interview Guide document for each job, including (a) 6 – 9 key “make-or-brake” job talents, (b) questions to ask, (b) note-taking, and (c) ratings.
Importantly, you must provide seminar training to teach managers how to use your customized Interview Guides to assess applicants. Without superb training, interviewers fail to hire best.