"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
30 July 2008
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.
21 July 2008
Which is a better interview question?
Which of the two following questions provides more insight into the prospective candidate during a hiring interview?
A. What do you think it are the top key qualities a successful manager has?
or
B. When someone you know quite well says, "I'm thirsty" would you say to yourself, "That's nice" or would you feel compelled to get them a glass of water?
If you picked A, you are wrong. Let's take a look at why.
When you ask someone what they "think" the key qualities of a successful manager are they are free to come up with any answer they choose. It provides no insight into what key qualities they have themselves, only what they perceive are important based on their past managers. The information you receive has nothing to do with the candidate themselves, how they will perform on the job, or how they will communicate and be motivated.
However, if you picked answer B, they you are right! Let's look at what information about the candidate is learned by this question.
There are two general patterns of speaking: literal and inferential. If the candidate says, "That's nice you are thirsty" and does nothing, they are a literal speaker. If they feel compelled to get a glass of water then that is a more inferential speaking pattern.
The literal person will speak directly and many times come off blunt, rude, or disrespectful. They say it as they see it without much empathy many times. The inferential person, "hims and haws" around issues.
For example, a report needs to be done by Friday at 4:00pm.
Literal person: "This report must be done now!"
Inferential person: "Could you get this finished when you are done with that?"
Dad wanting to please his son by making a chocolate cake for his birthday. (Dad really wants to say, literally, "I love you and am making a chocolate cake for the birthday celebration tonight) Dad is inferential, kid is literal:
Dad: "How about I make a chocolate cake?"
Son: "What Cake?"
Dad: "The cake for the birthday."
Son: "Is is my cake?"
Dad: (irritated by now) "Yes, the cake for the birthday."
Son: (irritated now because dad is unclear) "The chocolate cake for tonight."
Dad: "Yes! Geez, I am just trying to tell you I am going to make a chocolate cake for the birthday tonight because I know that it is your favorite and I hope you like it."
Literal and inferential people have challenges communicating very frequently. The literal person is too blunt and the inferential person is way too general. Imagine how miscommunication between employees impact a businesses productivity, office morale, and daily routines.
The Sure Hire Assessment uncovers patterns people run communicating. With the awareness and understanding of people's habits and patterns, you will know who you are hiring.
The Sure Hire Assessment usually runs $399. If you order between now and July 31st, receive 10% off the Assessment at the special price of $349. If you refer someone who purchases a Sure Hire Assessment, we have a great referral program and you can expect your free gift soon.
A. What do you think it are the top key qualities a successful manager has?
or
B. When someone you know quite well says, "I'm thirsty" would you say to yourself, "That's nice" or would you feel compelled to get them a glass of water?
If you picked A, you are wrong. Let's take a look at why.
When you ask someone what they "think" the key qualities of a successful manager are they are free to come up with any answer they choose. It provides no insight into what key qualities they have themselves, only what they perceive are important based on their past managers. The information you receive has nothing to do with the candidate themselves, how they will perform on the job, or how they will communicate and be motivated.
However, if you picked answer B, they you are right! Let's look at what information about the candidate is learned by this question.
There are two general patterns of speaking: literal and inferential. If the candidate says, "That's nice you are thirsty" and does nothing, they are a literal speaker. If they feel compelled to get a glass of water then that is a more inferential speaking pattern.
The literal person will speak directly and many times come off blunt, rude, or disrespectful. They say it as they see it without much empathy many times. The inferential person, "hims and haws" around issues.
For example, a report needs to be done by Friday at 4:00pm.
Literal person: "This report must be done now!"
Inferential person: "Could you get this finished when you are done with that?"
Dad wanting to please his son by making a chocolate cake for his birthday. (Dad really wants to say, literally, "I love you and am making a chocolate cake for the birthday celebration tonight) Dad is inferential, kid is literal:
Dad: "How about I make a chocolate cake?"
Son: "What Cake?"
Dad: "The cake for the birthday."
Son: "Is is my cake?"
Dad: (irritated by now) "Yes, the cake for the birthday."
Son: (irritated now because dad is unclear) "The chocolate cake for tonight."
Dad: "Yes! Geez, I am just trying to tell you I am going to make a chocolate cake for the birthday tonight because I know that it is your favorite and I hope you like it."
Literal and inferential people have challenges communicating very frequently. The literal person is too blunt and the inferential person is way too general. Imagine how miscommunication between employees impact a businesses productivity, office morale, and daily routines.
The Sure Hire Assessment uncovers patterns people run communicating. With the awareness and understanding of people's habits and patterns, you will know who you are hiring.
The Sure Hire Assessment usually runs $399. If you order between now and July 31st, receive 10% off the Assessment at the special price of $349. If you refer someone who purchases a Sure Hire Assessment, we have a great referral program and you can expect your free gift soon.
18 July 2008
Today's Economy...
Here is a great link to watch from the Today Show. It is a link that answers the questions that business, management, and individuals will need in the coming years. How do we focus on creating success, abundance, and prosperity in these trying times to come? It is all about understanding our emotional patterns and strengthening in, or conditioning, where we are weak.
Here’s a link to the clip:
http://www.msnbc.msn.com/id/21134540/vp/25715596#25715596
How can you make sure that you are hiring the best people for your company that will have the best emotional states to compliment your business? The Sure Hire Assessment addresses that in two parts: the DiSC Assessment gives light to some behavioral tendencies and the Values Section really unlocks the emotional drivers of the candidate or employee.
Emotions and state management for employees will be crucial in the years to come in order to promote and create positive work environment, boost productivity, and continue to see opportunities in the challenging times ahead.
A company's success is built on their people and their people are all driven by emotion. Let us help you to unlock the emotional potential of your employees and help your business succeed.
To your continued success,
James M Murphy
President, Evolution for Success
Here’s a link to the clip:
http://www.msnbc.msn.com/id/21134540/vp/25715596#25715596
How can you make sure that you are hiring the best people for your company that will have the best emotional states to compliment your business? The Sure Hire Assessment addresses that in two parts: the DiSC Assessment gives light to some behavioral tendencies and the Values Section really unlocks the emotional drivers of the candidate or employee.
Emotions and state management for employees will be crucial in the years to come in order to promote and create positive work environment, boost productivity, and continue to see opportunities in the challenging times ahead.
A company's success is built on their people and their people are all driven by emotion. Let us help you to unlock the emotional potential of your employees and help your business succeed.
To your continued success,
James M Murphy
President, Evolution for Success
15 July 2008
Are you hiring a resume or a person of value?
I heard that question a few weeks back and it was profound to me. Are you hiring a resume or the person handing it to you. Ideally, you are hiring both. It is a fine balance for management and human resources to understand and test for a candidate's hard skills and proficiencies versus the candidate's personality and work behaviors.
Hard skill proficiencies are easy to test and most placement agencies today can test computer skills such as Microsoft Office programs or other specialized programs. How does a person get tested for their soft skills such as communication skills, motivational skills, and belief systems?
The Sure Hire Assessment is a fool proof system for the soft skills. And, it is foolproof. All of the questions we ask during the Sure Hire Assessment process are not leading questions and we process "how" the questions are answered, not "what" they are answering. We are looking at the patterns of thinking in an individual and understand the strengths and weaknesses that are inherent in those patterns. This allows management the opportunity to understand how to better communicate and motivate the employee to use their hard skills to fulfill their job duties.
Hard skill proficiencies are easy to test and most placement agencies today can test computer skills such as Microsoft Office programs or other specialized programs. How does a person get tested for their soft skills such as communication skills, motivational skills, and belief systems?
The Sure Hire Assessment is a fool proof system for the soft skills. And, it is foolproof. All of the questions we ask during the Sure Hire Assessment process are not leading questions and we process "how" the questions are answered, not "what" they are answering. We are looking at the patterns of thinking in an individual and understand the strengths and weaknesses that are inherent in those patterns. This allows management the opportunity to understand how to better communicate and motivate the employee to use their hard skills to fulfill their job duties.
14 July 2008
The Sure Hire Process
The Sure Hire Assessment requires very little time and work for the employer. We know that time is money and our sole outcome is to save companies time and money when hiring new employees. We want the company, the owners, management, and the candidate to feel comfortable with the Sure Hire Assessment process.
Step 1
Contact Evolution for Success by phone or email with the candidates contact information: Name, Phone and Email address. At this time, a job description may be sent or any specific areas/questions management may want us to keep in mind as we interview your candidate should be addressed.
Step 2
The candidate is contacted and we set them up to take the DiSC Assessment online and arrange the 60-90 minute phone interview.
Step 3
Evolution for Success will contact the hiring company and inform them of the scheduled time for the candidates phone interview. At this time, the 60-90 minute consultation with the owner/hiring manager will be scheduled. We guarantee the Sure Hire Assessment report within 24 hours of the candidates completed phone interview. The 60-90 minute consultation can be scheduled anytime after that initial 24 hour period.
Step 4
We will conduct the 60-90 minute phone consultation with the owner/hiring manager. We also offer ongoing customer support if any issues or questions arise later.
Step 5
The Sure Hire Assessment is listed at $399. Effective August 1, 2008 for each additional Sure Hire Assessment that is purchased the list price will be $349. We also offer group/package discounts if you wish to have completed Sure Hire Assessments for your company or division as a whole.
Evolution for Success also conducts an 8-hour seminar where your Human Resource Division will learn the specialized processes we use. Please contact us for prices on that 8-hour event.
We guarantee our processes work and will give you the certainty you need when hiring for your business or dealing with problem workers already in your staff.
The greatest compliment you can give is a referral. We will send a complimentary gift with every referral that you send to us. Thank you for the opportunity to continue supporting you and your business to be more effective and profitable.
Step 1
Contact Evolution for Success by phone or email with the candidates contact information: Name, Phone and Email address. At this time, a job description may be sent or any specific areas/questions management may want us to keep in mind as we interview your candidate should be addressed.
Step 2
The candidate is contacted and we set them up to take the DiSC Assessment online and arrange the 60-90 minute phone interview.
Step 3
Evolution for Success will contact the hiring company and inform them of the scheduled time for the candidates phone interview. At this time, the 60-90 minute consultation with the owner/hiring manager will be scheduled. We guarantee the Sure Hire Assessment report within 24 hours of the candidates completed phone interview. The 60-90 minute consultation can be scheduled anytime after that initial 24 hour period.
Step 4
We will conduct the 60-90 minute phone consultation with the owner/hiring manager. We also offer ongoing customer support if any issues or questions arise later.
Step 5
The Sure Hire Assessment is listed at $399. Effective August 1, 2008 for each additional Sure Hire Assessment that is purchased the list price will be $349. We also offer group/package discounts if you wish to have completed Sure Hire Assessments for your company or division as a whole.
Evolution for Success also conducts an 8-hour seminar where your Human Resource Division will learn the specialized processes we use. Please contact us for prices on that 8-hour event.
We guarantee our processes work and will give you the certainty you need when hiring for your business or dealing with problem workers already in your staff.
The greatest compliment you can give is a referral. We will send a complimentary gift with every referral that you send to us. Thank you for the opportunity to continue supporting you and your business to be more effective and profitable.
The Final Piece of the Sure Hire Process
The final piece of the Sure Hire Assessment Process continues to deliver a personalized, one of a kind, experience. After the DiSC Model, NLP Metaprograms, and Values Sections are compiled into a 7-8 page report a personalized 60-90 minute consultation is set up. We have completed the consultations with the hiring managers or as conference calls with managers and business owners.
During the consultation the results from the Sure Hire Assessment are reviewed and the applied in several ways. The results are used to measure the strengths and weaknesses of the candidate in relationship to the job duties and responsibilities, how management can best conduct on the job training, and how the candidate can be assimilated into the office environment on the interpersonal side (motivation and communication strategies). We also address any specific needs, concerns, or questions that they employer may bring to the table.
At the end of the session, we never make a recommendation on whether to hire the candidate or not. The business owner/hiring manager is left with that decision. However, we do GUARANTEE that you will have the most accurate, complete, and comprehensive picture of the candidate you are considering hiring. You will know more about them than they perhaps know about themselves. Your satisfaction is guaranteed or your money is refunded.
During the consultation the results from the Sure Hire Assessment are reviewed and the applied in several ways. The results are used to measure the strengths and weaknesses of the candidate in relationship to the job duties and responsibilities, how management can best conduct on the job training, and how the candidate can be assimilated into the office environment on the interpersonal side (motivation and communication strategies). We also address any specific needs, concerns, or questions that they employer may bring to the table.
At the end of the session, we never make a recommendation on whether to hire the candidate or not. The business owner/hiring manager is left with that decision. However, we do GUARANTEE that you will have the most accurate, complete, and comprehensive picture of the candidate you are considering hiring. You will know more about them than they perhaps know about themselves. Your satisfaction is guaranteed or your money is refunded.
10 July 2008
What does the employee Value?
The third component of the Sure Hire Assessment is a Values and Rules Elicitation. Values are words that carry emotional meaning like Love, Joy, Success, Achievement, Accomplishment. These types of values are called Towards Values. We also have Away From Values such as Pain, Frustration, Overwhelm, and Procrastination.
A person's Values are important to understand because they are what Motivates a person. They are magic, key words that unlock motivation and energy in a person. Values also come in a Hierarchy. Think of it like a blank outline:
MY LIFE
I. Job/Career
II. Relationships
A. Spouse
B. Kids
C. Extended Friends & Family
III. Health
IV. Finances
V. Spirituality
We have an overall Value system for what is most important to us in Life, we then have a subset Value system for what is most important to me in my Career, Relationships, etc. Then underneath each of those categories there is a Values subset for smaller specific areas such as spouse, kids, etc.
In the Sure Hire Assessment, we elicit the Values system for the candidate's overall Life. That way we know what the primary emotional drivers are for that individual. Secondarily, we perform a Values elicitation for the Job/Career of the person. This allows us to identify there they are strong and congruent between Life overall and Career and allows us to identify potential conflicts between Life overall and their Career.
We then dig one level deeper on the Job/Career Values and find out the candidates Rules and Beliefs about the Values. It is best explained in an example.
I had a Sure Hire Assessment candidate who was already on the job. I was hired by management because the person was not performing and putting in that little bit extra in hours. That was all explained in the interview process but once the candidate was hired they turned out to be a 9-5 with two breaks and an hour lunch to the minute everyday.
It came out in the Values elicitation that one of the clients top Life Values was Companionship. The Career Values all were positive: Achievement, Success, Happiness, Connection, and Confidence. Life Values come before Career Values in the hierarchy of emotional needs.
By digging a little deeper, I found that the client was not in any relationship, had no close family, and the main form of Companionship in life came from a pet dog. His Rules and Beliefs in regards to the dog were that he needed to be home everyday in the morning, night and at lunch to be with the dog because it met his higher Life Value System of Companionship.
That was why he was not able to put in the extra time at work. He was motivated and driven at work, but he was even more motivated and driven by his higher Life Value system to have Companionship with his dog.
In between when I completed the Assessment with the candidate and provided my 60 minute consultation with his boss, he was let go from the position. How much time, energy and money did my client use during his recruitment process, hiring process, on the job training, and salary and benefits did my client lose due to a poor hire?
The average wrong hire costs anywhere between two and ten times a persons annual salary. The average annual salary in 2007 was about $36000. You do the math.
The Sure Hire Assessment will provide management keen insights into the candidates behavioral tendencies using the DiSC Model for business, understanding "how" a person processes information so there is better communication on the job with NLP Metaprograms, and a person's Values and Rules which drive all of their behavior.
My post tomorrow will be on integrating it all together in a personalized sixty minute consultation. We take the complexity of human behavior and psychology and put it into a useful, simplified format to save you time, money, and increase your success hiring!
A person's Values are important to understand because they are what Motivates a person. They are magic, key words that unlock motivation and energy in a person. Values also come in a Hierarchy. Think of it like a blank outline:
MY LIFE
I. Job/Career
II. Relationships
A. Spouse
B. Kids
C. Extended Friends & Family
III. Health
IV. Finances
V. Spirituality
We have an overall Value system for what is most important to us in Life, we then have a subset Value system for what is most important to me in my Career, Relationships, etc. Then underneath each of those categories there is a Values subset for smaller specific areas such as spouse, kids, etc.
In the Sure Hire Assessment, we elicit the Values system for the candidate's overall Life. That way we know what the primary emotional drivers are for that individual. Secondarily, we perform a Values elicitation for the Job/Career of the person. This allows us to identify there they are strong and congruent between Life overall and Career and allows us to identify potential conflicts between Life overall and their Career.
We then dig one level deeper on the Job/Career Values and find out the candidates Rules and Beliefs about the Values. It is best explained in an example.
I had a Sure Hire Assessment candidate who was already on the job. I was hired by management because the person was not performing and putting in that little bit extra in hours. That was all explained in the interview process but once the candidate was hired they turned out to be a 9-5 with two breaks and an hour lunch to the minute everyday.
It came out in the Values elicitation that one of the clients top Life Values was Companionship. The Career Values all were positive: Achievement, Success, Happiness, Connection, and Confidence. Life Values come before Career Values in the hierarchy of emotional needs.
By digging a little deeper, I found that the client was not in any relationship, had no close family, and the main form of Companionship in life came from a pet dog. His Rules and Beliefs in regards to the dog were that he needed to be home everyday in the morning, night and at lunch to be with the dog because it met his higher Life Value System of Companionship.
That was why he was not able to put in the extra time at work. He was motivated and driven at work, but he was even more motivated and driven by his higher Life Value system to have Companionship with his dog.
In between when I completed the Assessment with the candidate and provided my 60 minute consultation with his boss, he was let go from the position. How much time, energy and money did my client use during his recruitment process, hiring process, on the job training, and salary and benefits did my client lose due to a poor hire?
The average wrong hire costs anywhere between two and ten times a persons annual salary. The average annual salary in 2007 was about $36000. You do the math.
The Sure Hire Assessment will provide management keen insights into the candidates behavioral tendencies using the DiSC Model for business, understanding "how" a person processes information so there is better communication on the job with NLP Metaprograms, and a person's Values and Rules which drive all of their behavior.
My post tomorrow will be on integrating it all together in a personalized sixty minute consultation. We take the complexity of human behavior and psychology and put it into a useful, simplified format to save you time, money, and increase your success hiring!
09 July 2008
What is an NLP Metaprogram?
The second phase of the Sure Hire Assessment that makes it so unique is the elicitation of the 21 Metaprograms from the science of Neuro Linguistic Programming, NLP. Before we can understand what a metaprogram is, we have to understand what the science of NLP is. NLP was developed in the early 1970's by Richard Bandler and John Grinder. They were curious as to "HOW" three therapists were so successful at supporting their clients to create psychological change. They set out to identify the "Models of Excellence" that Fritz Perles, Virginia Satire, and Milton Erickson had created.
Richard Bandler and John Grinder identified the 21 Metaprograms in that modelling process. Metaprograms are small little programs (ways of thinking) that happen consistently in people. Metaprograms include Convincer Strategies, Motivational Strategies, Speaking Strategies, Communication Strategies, Love Strategies, Work Preference Strategies; to name a few.
I have grouped these strategies into two basic components: Communication and Motivation. The Sure Hire Assessment will allow management to communicate with and motivate people more effectively by understand "how" they process information. You can then speak in their patterns to get better results.
Let me give you an example. One metaprogram identifies "how" a person speaks. They can be Literal or Inferential. A Literal person will speak directly and bluntly and come straight to the point. They may come off as rude, insensitive, unsympathetic or uncaring. "This needs to be done by 4:00pm, no exceptions. Do it!" The Inferential person however, will infer what they want from you. An inferential person will tell you, "this report needs to be completed" and really mean inside their head, "This report is very important and needs to be completed by 4:00pm tonight or we will lose this client."
By understanding people's metaprograms we can increase the effectiveness of communications in the workplace, reduce human error due to misunderstanding and increase productivity. Understanding these metaprograms will allow you to make the best hiring decisions, find the best candidate for your position and support management to be more effective.
Richard Bandler and John Grinder identified the 21 Metaprograms in that modelling process. Metaprograms are small little programs (ways of thinking) that happen consistently in people. Metaprograms include Convincer Strategies, Motivational Strategies, Speaking Strategies, Communication Strategies, Love Strategies, Work Preference Strategies; to name a few.
I have grouped these strategies into two basic components: Communication and Motivation. The Sure Hire Assessment will allow management to communicate with and motivate people more effectively by understand "how" they process information. You can then speak in their patterns to get better results.
Let me give you an example. One metaprogram identifies "how" a person speaks. They can be Literal or Inferential. A Literal person will speak directly and bluntly and come straight to the point. They may come off as rude, insensitive, unsympathetic or uncaring. "This needs to be done by 4:00pm, no exceptions. Do it!" The Inferential person however, will infer what they want from you. An inferential person will tell you, "this report needs to be completed" and really mean inside their head, "This report is very important and needs to be completed by 4:00pm tonight or we will lose this client."
By understanding people's metaprograms we can increase the effectiveness of communications in the workplace, reduce human error due to misunderstanding and increase productivity. Understanding these metaprograms will allow you to make the best hiring decisions, find the best candidate for your position and support management to be more effective.
08 July 2008
How is the Sure Hire Assessment Different?
The Sure Hire Assessment is unlike any other Hiring Supplement on the market today. It incorporates three different behavioral systems to triple check the candidates behaviors, processing styles, and motivators.
The candidates behaviors are measured through the DiSC Behavioral Assessment. The DiSC is a general assessment that measures the "natural" and "adaptive" behavioral patterns of a person. The patterns are measured in 4 different areas; Dominance, Influence, Steadiness, and Compliance. Dominance measures how a person responds to problems and challenges, Influence measures how a person Influences people to their point of view, Steadiness measures how a person likes the pace of their environment and Compliance measures how a person responds to rules and procedures set by other people.
There are many different forms of the DiSC model and I personally us the DiSC Classic 2.0 Plus Model Assessment that provides specific areas of evaluation to include: Strategies for Creating Positive Relationships, Relating to People and the Environment, Strategies for Managing, Approach to Managing Others, Strategies for Sales Management, and Approach to Selling.
The DiSC Report provides an in depth look at the natural and adaptive behavioral tendencies and the strengths and weaknesses of the candidate in the business environment.
The candidates behaviors are measured through the DiSC Behavioral Assessment. The DiSC is a general assessment that measures the "natural" and "adaptive" behavioral patterns of a person. The patterns are measured in 4 different areas; Dominance, Influence, Steadiness, and Compliance. Dominance measures how a person responds to problems and challenges, Influence measures how a person Influences people to their point of view, Steadiness measures how a person likes the pace of their environment and Compliance measures how a person responds to rules and procedures set by other people.
There are many different forms of the DiSC model and I personally us the DiSC Classic 2.0 Plus Model Assessment that provides specific areas of evaluation to include: Strategies for Creating Positive Relationships, Relating to People and the Environment, Strategies for Managing, Approach to Managing Others, Strategies for Sales Management, and Approach to Selling.
The DiSC Report provides an in depth look at the natural and adaptive behavioral tendencies and the strengths and weaknesses of the candidate in the business environment.
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