In looking at management and business today, Cornell University came out with a study that stated the following. In businesses today,
1/3 of the people in a business today are not in the right job
1/3 of the people in business today are not in the right company
1/2 of the people in business today are not trained to the level that they need to be
All of those weaknesses in business can be improved by understanding the people in your business and corporation today. The Sure Hire Assessment allows you to have one of the most comprehensive understandings of a person in the shortest amount of time.
I challenge you to take your business to the next level by taking your interpersonal skills and knowledge to the next level. Call now for a free training and assessment consultation to see how we can support you to achieve more from your personnel.
21 August 2008
11 August 2008
Call Center Hiring Challenges & Solutions
Here are some highlights in regards to hiring challenges for call Centers. The article was published on August 07, 2008 by Susan J Campbell, TMCnet Contributing Editor.
Overcoming Call Center Hiring Challenges is the First Step to Improvement
"Being able to accurately assess and evaluate a candidate’s ability to successfully fulfill the duties of the job is one of the most challenging tasks within the contact center industry. Combine those challenges with those associated with recruiting qualified candidates and contact centers face the potential to fail in the hiring process, driving an increase in attrition and internal costs.
FurstPerson recently published the whitepaper, “Driving Hiring Performance Improvement” to provide these contact centers with a resource to effectively develop their skills and acquire the tools necessary to turn the tide of hiring challenges.
Challenges:
Overcoming Call Center Hiring Challenges is the First Step to Improvement
"Being able to accurately assess and evaluate a candidate’s ability to successfully fulfill the duties of the job is one of the most challenging tasks within the contact center industry. Combine those challenges with those associated with recruiting qualified candidates and contact centers face the potential to fail in the hiring process, driving an increase in attrition and internal costs.
FurstPerson recently published the whitepaper, “Driving Hiring Performance Improvement” to provide these contact centers with a resource to effectively develop their skills and acquire the tools necessary to turn the tide of hiring challenges.
Challenges:
- There is a lack of understanding of critical job competencies between HR, Training, and Managers
- Contact centers often must drive significant candidate volumes in order to meet the hiring demands of the organization. At the same time, they need to be selective in order to reduce attrition.
Solutions:
- Taking a step back and gaining an accurate picture of internal processes, overall performance of hiring practices, and definition job descriptions"
The Sure Hire Assessment can be taught in a 4 or 8 hour dynamic presentation. During the presentation all three areas are reveiwed: the importance of job descriptions and responsiblities, understanding manager expectations and solid tools for candidate assessment. These tools can be used in a one on one hiring experience or tailored for a mass hiring.
Call now to see how the Sure Hire Assessment can work for you and your company to provide better hiring processes and produce more productive workplace relationships.
(303) 681-3555
30 July 2008
Can the Sure Hire Assessment Save you Money?
"People are usually identified as an organisation’s most important asset, but little is done by leaders to ensure their employees are engaged, motivated, and performing at their full potential."
That is a great statement. How can a manager find out how to "Engage, Motivate and Support Employees Perform at their Full Potential." How do you get that from a behavioral assessment alone? You can't, but the Sure Hire Assessment allows a manager to dive into the psychology of the employee so they understand "How" to engage, motivate and support employees. This information lies in a persons values and rules.
As you can see from the rest of the article below, it can result in a huge savings to your company and business. Call now to see how the Sure Hire Assessment hiring process can give you and your company the competitive edge. We guarantee that you will like what you receive or your money back.
A FTSE 500 financial services customer has been able to improve their internal fill rate from 60 per cent to 75 per cent with an estimated direct financial benefit of $11.5 million on an annual basis, which is a direct cost saving (and is also a conservative estimate). This examples aims to highlight that for companies, the stakes are high.
You can view the rest of this article at:
http://www.hrzone.co.uk/cgi-bin/item.cgi?id=186520
That is a great statement. How can a manager find out how to "Engage, Motivate and Support Employees Perform at their Full Potential." How do you get that from a behavioral assessment alone? You can't, but the Sure Hire Assessment allows a manager to dive into the psychology of the employee so they understand "How" to engage, motivate and support employees. This information lies in a persons values and rules.
As you can see from the rest of the article below, it can result in a huge savings to your company and business. Call now to see how the Sure Hire Assessment hiring process can give you and your company the competitive edge. We guarantee that you will like what you receive or your money back.
A FTSE 500 financial services customer has been able to improve their internal fill rate from 60 per cent to 75 per cent with an estimated direct financial benefit of $11.5 million on an annual basis, which is a direct cost saving (and is also a conservative estimate). This examples aims to highlight that for companies, the stakes are high.
You can view the rest of this article at:
http://www.hrzone.co.uk/cgi-bin/item.cgi?id=186520
28 July 2008
The greatest thing about the Sure Hire Assessment!
One of the greatest aspects of the Sure Hire Assessment is that we can provide the service to anyone in the world. The assessment interview with the candidate and the conference call with management is conducted over the telephone. The DiSC Model Assessment and the personalized 8 page Hiring Report is provided through the internet. We have provided Sure Hire Assessments for clients in New Jersey, Georgia, California and Seattle.
This is the most specialized hiring process in the industry at a very reasonable price. You will a complete road map to help in the management, communication, and motivation of your candidates and employees.
This is the most specialized hiring process in the industry at a very reasonable price. You will a complete road map to help in the management, communication, and motivation of your candidates and employees.
24 July 2008
Where is the personal touch?
Just for fun, I typed "hiring assessment" and "hiring processes" into Google last night to see what came up. After all, it is always good to know what your competition is up too. It was not very shocking to see the myriad of businesses that provide support for corporations that are evaluating prospective employees.
However, after browsing several pages worth of websites, one question was left in my mind, "Where is the personal touch?" Many of these businesses were happy to sell you any one of a couple dozen assessment packages and some even offered a personal consultation to go through the results but where was the personal touch?
In many ways, they are still evaluating a person through their resume. They are evaluating the client through a behavioral resume instead of a technical experience one. So, where is the personal touch with the candidate to figure out what really drives them and motivates them to achieve?
In the Sure Hire Assessment process, we do things the old fashioned way. The first personal touch comes directly to the perspective employer. We define what they personally need from the employee in that job. Second, we ask them about anything personal that is also a concern. One client did wealth affirmations everyday with his staff and it was important that the candidate be OK with participating. The previous employee did not want to participate and had quit. She then turned around and filed a complaint against him. He now has some legal issues to resolve on top of finding a new suitable employee. That certainly was not found in any behavioral assessment.
The second personal touch comes with the candidate themselves. We do ask them to complete the DiSC Behavioral Assessment on their own but that is only one third of the process. The second and third portion of the Sure Hire Assessment measure "how" they process information and reveals important attitudes. For example, how do you find out if a person is more independent, team, or management oriented? They may exhibit traits or can do parts of both, but where are they the strongest? The third portion of the Sure Hire Assessment is very informative at finding what emotions and words lie at the heart of the candidate. We find out what words carry the most meaning for that individual. We find out the candidate's personal psychology that is driving the patterns of behavior that show up in the assessments.
Last, the third personal touch is the 60-90 minute personal consultation with whomever wants to participate from the hiring company. The consultation is performed by the Evolution for Success employee that conducted the interview with the candidate. It is highly personalized and tailors the Assessment results to the exact needs and concerns of the employer.
The Sure Hire Assessment goes one level deeper than just "Assessments" and gives you the most comprehensive personal picture of your candidate. You will know all that you can know about the candidate so you can make the most effective hiring decisions possible. We Guarantee it, or your money back.
We believe our advantage is our personal touch. Let us give your management team the confidence to know they have the best person for the job.
However, after browsing several pages worth of websites, one question was left in my mind, "Where is the personal touch?" Many of these businesses were happy to sell you any one of a couple dozen assessment packages and some even offered a personal consultation to go through the results but where was the personal touch?
In many ways, they are still evaluating a person through their resume. They are evaluating the client through a behavioral resume instead of a technical experience one. So, where is the personal touch with the candidate to figure out what really drives them and motivates them to achieve?
In the Sure Hire Assessment process, we do things the old fashioned way. The first personal touch comes directly to the perspective employer. We define what they personally need from the employee in that job. Second, we ask them about anything personal that is also a concern. One client did wealth affirmations everyday with his staff and it was important that the candidate be OK with participating. The previous employee did not want to participate and had quit. She then turned around and filed a complaint against him. He now has some legal issues to resolve on top of finding a new suitable employee. That certainly was not found in any behavioral assessment.
The second personal touch comes with the candidate themselves. We do ask them to complete the DiSC Behavioral Assessment on their own but that is only one third of the process. The second and third portion of the Sure Hire Assessment measure "how" they process information and reveals important attitudes. For example, how do you find out if a person is more independent, team, or management oriented? They may exhibit traits or can do parts of both, but where are they the strongest? The third portion of the Sure Hire Assessment is very informative at finding what emotions and words lie at the heart of the candidate. We find out what words carry the most meaning for that individual. We find out the candidate's personal psychology that is driving the patterns of behavior that show up in the assessments.
Last, the third personal touch is the 60-90 minute personal consultation with whomever wants to participate from the hiring company. The consultation is performed by the Evolution for Success employee that conducted the interview with the candidate. It is highly personalized and tailors the Assessment results to the exact needs and concerns of the employer.
The Sure Hire Assessment goes one level deeper than just "Assessments" and gives you the most comprehensive personal picture of your candidate. You will know all that you can know about the candidate so you can make the most effective hiring decisions possible. We Guarantee it, or your money back.
We believe our advantage is our personal touch. Let us give your management team the confidence to know they have the best person for the job.
23 July 2008
Soft Skills VS Technical Skills: The winner is...
In the Sunday, July 20th, 2008 Denver Post Jobs section, there was an article by Nora Caley that stated 53% of Chief Financial Officers would hire a candidate with fewer technical skills if they had strong soft skills. (Survey was by Robert Half Management Resources)
That means candidates with great personal and communication skills have an advantage. Why is that? Well, once a person is hired their ability to work with the people around them is of greater importance than their technical skills. The desire to learn, motivate and communicate with others is what drives business forward. If you can't grease the wheels of the machine, the machine stalls out.
The bottom line is that soft skills like great communication and interpersonal skills are harder to teach. Anyone can learn to become more proficient at MS Word or other computer programs, not everyone can learn quickly to be self motivated, empathetic, or a great listener.
Most people do not know how to test for soft skills because they are not as easily defined. There are specialized tests for emotional intelligence out there but the Sure Hire Assessment does two things.
First, it identifies what drives a persons' motivation and how they communicate. Second, it allows anyone to learn those traits and develop a greater awareness of soft skills.
Management will understand a persons soft skills and be able to adjust their approaches to have better soft skills management themselves in dealing with the candidate.
Overall, it is a win win for all parties. We can even teach your human resource department how to use our process in their hiring procedures. The Sure Hire Assessment will identify the soft skills a candidate has and you will have the best information possible about the candidate when you make your hiring decision, or your money back.
That means candidates with great personal and communication skills have an advantage. Why is that? Well, once a person is hired their ability to work with the people around them is of greater importance than their technical skills. The desire to learn, motivate and communicate with others is what drives business forward. If you can't grease the wheels of the machine, the machine stalls out.
The bottom line is that soft skills like great communication and interpersonal skills are harder to teach. Anyone can learn to become more proficient at MS Word or other computer programs, not everyone can learn quickly to be self motivated, empathetic, or a great listener.
Most people do not know how to test for soft skills because they are not as easily defined. There are specialized tests for emotional intelligence out there but the Sure Hire Assessment does two things.
First, it identifies what drives a persons' motivation and how they communicate. Second, it allows anyone to learn those traits and develop a greater awareness of soft skills.
Management will understand a persons soft skills and be able to adjust their approaches to have better soft skills management themselves in dealing with the candidate.
Overall, it is a win win for all parties. We can even teach your human resource department how to use our process in their hiring procedures. The Sure Hire Assessment will identify the soft skills a candidate has and you will have the best information possible about the candidate when you make your hiring decision, or your money back.
22 July 2008
An interesting article...
This is an excerpt from an article that I read a couple of months ago. It seems logical and gives some good questions for management to askduring a hiring interview. Read for yourself and then I just have one question for you at the end!
"Define the traits your company seeks – Your team should first define the qualities, characteristics, and basic aptitude you want to find in a potential employee. For instance, you may want to find people who have excellent attendance and dependability, flexibility, good communication skills, attention to detail, team orientation, strong work ethic among others.
Develop interview questions to identify these characters – Create a set of interview questions that would indicated whether applicants have the characteristics that you seek. For instance, you may want to ask the following, but do not take thin this list of questions is totally comprehensive:
• What made you decide to apply in our company?
• Tell me about yourself and your last job.
• When we call your previous employer, what are they likely to tell us in regards to your dependability?
• Tell me about a time when you had to go above and beyond your responsibilities to get a job done.
• Give me an example of a time when you had set a goal for yourself and tell me how you went about accomplishing it.
• Give me an occasion when you followed a policy with which you did not agree.
• If you have heard a co-employee saying racist remarks, how would you respond?
• In what kind of work environment do you do your best work?
Asking about how the applicant handles different work-related situations helps you select better employees."
QUESTION: Are they giving you what they really think, believe and have experienced, or what they think you want them to think, believe, and have experienced in order for you to offer them the job? How do you tell the difference?
The Sure Hire Assessment asks non-leading questions so that they candidate has no idea what information we are looking for. Since we look at "how" they are processing information, we look past what they state and look at "how" they are stating it. We are creatures of habit and the patterns are easy to find if you know what to look for.
The Sure Hire Assessment clearly distinguishes what the candidate really thinks, believes, and has experienced, NOT, what they think they need to say in order to get the job. And that makes all of the difference in your hiring decisions. That leads to greater office productivity, worker morale and company profits.
"Define the traits your company seeks – Your team should first define the qualities, characteristics, and basic aptitude you want to find in a potential employee. For instance, you may want to find people who have excellent attendance and dependability, flexibility, good communication skills, attention to detail, team orientation, strong work ethic among others.
Develop interview questions to identify these characters – Create a set of interview questions that would indicated whether applicants have the characteristics that you seek. For instance, you may want to ask the following, but do not take thin this list of questions is totally comprehensive:
• What made you decide to apply in our company?
• Tell me about yourself and your last job.
• When we call your previous employer, what are they likely to tell us in regards to your dependability?
• Tell me about a time when you had to go above and beyond your responsibilities to get a job done.
• Give me an example of a time when you had set a goal for yourself and tell me how you went about accomplishing it.
• Give me an occasion when you followed a policy with which you did not agree.
• If you have heard a co-employee saying racist remarks, how would you respond?
• In what kind of work environment do you do your best work?
Asking about how the applicant handles different work-related situations helps you select better employees."
QUESTION: Are they giving you what they really think, believe and have experienced, or what they think you want them to think, believe, and have experienced in order for you to offer them the job? How do you tell the difference?
The Sure Hire Assessment asks non-leading questions so that they candidate has no idea what information we are looking for. Since we look at "how" they are processing information, we look past what they state and look at "how" they are stating it. We are creatures of habit and the patterns are easy to find if you know what to look for.
The Sure Hire Assessment clearly distinguishes what the candidate really thinks, believes, and has experienced, NOT, what they think they need to say in order to get the job. And that makes all of the difference in your hiring decisions. That leads to greater office productivity, worker morale and company profits.
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