All posts by admin

Reasons Hiring Managers Fear Pre-employment Tests

By admin on

Like many fears, the FEAR that hiring managers have about using pre-employment tests is nothing more than False Experiences Appearing Real. In this column I respond to the top 10 fears I consistently hear from HR managers, executives and business owners. A few of the fears are real. Some are merely exaggerations. And others – they are simply not true. Beginning with number 10:

10. We don’t have a budget for testing. Fortunately the ROI on pre-employment tests is many-fold when you consider the cost of a bad hire, estimated to be 1 to 2 times annual salary for lower-wage employees and upwards of 10 times annual salary for managers, professionals and executive. In low-wage, high turnover industries like hospitality, studies indicate it costs roughly 300 to 700 times an hourly worker’s rate each time you have to fire and replace them when you take the effect of a bad hire on a guest’s first experience. Ranging in costs from as little as $25 for screening tools to several hundred for job fit assessments, the cost of the pre-employment tests will be a fraction of the cost spent on trying to save a bad hire. Pre-employment tests are an investment in productivity and innovation, not an HR line item.

9. I read my report and don’t agree with what it says about me. Face validity is very important. That means when you read the report it describes your to a “t.” But face validity isn’t a very good predictor of job fit. If it was every candidate who says he’d be a great fit would become your next super-performer. Tools like DISC and Myers-Briggs have very strong face validity but other psychometric tools that are normed against the population and used for job fit and potential are more sophisticated. Selection tests measure innate personality traits, or your core personality. With experience and training, you may have learned new skills that cover up potential shortcomings. That’s why it is very important to use both the pre-employment test and interview to discover the natural fit, learned fit, and potential for growth. If you don’t agree with a result, just ask your consultant for an interpretation. I can count on one hand how many times a candidate or employee doesn’t agree after they understand how to use the results properly.

8. We’re just a small business. We’re not sure why many managers feel they shouldn’t have the same tools at their fingertips as large companies. Online technology has leveled the playing field. Now small business owners as well as mid-managers have the same tools as senior level executives at Fortune 50 companies. And the best news is that technology has lowered the cost to a level affordable to any size business in any industry.

7. We don’t have the time to get certified. Online hiring assessments make this an easy one to overcome. Certifications and training are not required for most programs. Our reports are written so that even the most inexperienced manager can understand the results. And to make the report even more manager-friendly, all our pre-employment tests come with personalized behavior interview question guides based on responses given by the candidates. We can’t make it any easier. (Of course, for any managers wanting to become more skilled at reading the reports, we are always happy to oblige – and many managers take us up on the offer!)

6. It takes too long to get the results. This is the easiest fear to overcome. Results can be real-time. We can set up a client account at no cost to the business, many times at no charge. Reports can then be accessed in real time. In other words, as soon as a candidate hits the submit button, a manager can log into the system and retrieve the report. Unlike many of our competitors who require a 2 or 3 day (or more) delay in receiving results and then even longer to speak with a consultant, we are available when you need us the most. In today’s job market, when you have the good candidate waiting for a job offer, you can ill afford any delays.

5. We don’t want to upset the candidates. Our clients gave us the answer to this fear. “If a candidate balks at completing our hiring process and this is the time when he is supposed to be on his best behavior, what will happen the first time we ask him to do something he doesn’t think is part of his job?” It’s important to look at the assessment as equal to the interview and background checks. That’s how the EEOC looks at pre-employment testing. Resumes, application, interviews and even general observations are all on equal footing. If a candidate refused to submit his resume or give permission to check references, you certainly wouldn’t forego these steps. The pre-employment test is just another part of the employee selection process. So what more can I add except that when a candidate refuses to complete an assessment, it won’t cost you a dime for the assessment but think about the thousands of dollars and hours of aggravation you’ll save if you had hired him!

4. We heard candidates can fake the tests. Again, this fear is real – and true. Just like during the interview, people are more and more skilled at playing a role that can’t be delivered after they are hired. The advantage of our pre-employment tests is that each assessment has a “fake-ability” scale. Questions embedded in the assessments help managers assess how reliable the information is and if the candidate attempted to manipulate his responses. Unless you are a highly skilled interviewer, gut instinct is the only tool you have to determine if a candidate is the real thing.

3. We spoke with our attorney and he said stay away from testing. Another variation of this fear is: I heard that companies have gotten sued because a test was used. It is true that organizations that have used tests have been sued. But it’s also true that more businesses have been sued because they didn’t. Every hiring decision carries a risk. But you need to know the facts. The EEOC in 2007 heard 77,000 discrimination complaints. Of those 77,000 only 304 involved assessments. And of those 304 the decisions that ruled in favor of the employee were related to the improper use of the assessment, not the validity of the assessment itself. As long as the test is valid, reliable, non-discriminatory AND job-related, the use of pre-employment tests is a best practice that meets EEOC guidelines. If your attorney can’t substantiate why he/she believes pre-employment tests should be avoided with anything more than it’s his/her opinion, get a second opinion. We will be happy to refer you to employment law attorneys who support the use of employee testing as a best practice and view the decision to use testing as good business practice.

2. We can’t afford to turn away good candidates. The time is long-gone when you can afford to hire employees who can barely fog a mirror. For the same reason you wouldn’t accept an order from a vendor with the wrong parts, why would you hire an employee that doesn’t have the right skills or fit in your culture? But the big benefit for using assessments is that organizations actually expand their talent pool. Yes, you read that correctly. You can expand, not shrink, your talent pool with assessments. How is that possible? For the very same reason that managers make hiring mistakes based on the interview alone, they also miss high-potential candidates because they might interview poorly but have all the skills and attitude you need, if not more. Pre-employment tests can help find the diamonds in the rough. You can ill-afford to turn away a gifted employee when he presents. And let’s have a drum roll please. The number one reason why managers fear pre-employment tests is:

1. We don’t have the time to test candidates. It’s true. It does take time to test candidates (but not as much as you think). The irrefutable data however confirms the time it takes to test a candidate is a drop in the bucket compared to the time you will spend training, counseling and eventually terminating the wrong hire. With online hiring assessments, most of the time invested in the process is candidate time. All a manager needs to do is send out the instructions to the candidate and process the report. That’s it. And for businesses too short-staffed to manage even the administration of these functions, we can do all the “grunt” work. All we need is a name and email – and voila! The next time you hear from us you’ll have the candidate’s completed report sitting in your inbox. The time saved using online hiring assessments will be much better used recruiting for hard-to-fill positions and retaining the employees you have.

Copyright (c) 2009 Success Performance Solutions

Why A Business Model Is So Important

By admin on

A business model explains the rationale of how a company establishes, provides, and captures value. It includes the product or services offered, sources of revenue, customer base, organizational structure, strategies, operational process, and financing. Basically, the methodology and infrastructure of a business combine to form the business model. This model should be created long before a business opens its doors.

Before starting a business, an entrepreneur should be aware of the basic process for building one. This knowledge proves valuable when creating the business model. Certain aspects of infrastructure, operations, and strategic thinking have proven successful, while others are destined to fail. Being able to distinguish one from the other enables a business owner to avoid the pitfalls. A business with a model that maximizes opportunities and avoids threats is positioned for long-term success.

Sales are an important aspect of the business model and this is where proven methods really shine. By learning how to quickly generate income from sales, any business can get out of the growing pains stage much faster. The sooner a company can pass through this phase, the less likely it is to become a statistic. Quick success is especially important in the online world, where competition is particularly fierce. When a company becomes financially independent, so will its owners, and this is a much more comfortable way to live.

Closing a sale successfully is what leads to income so a business model should include information regarding closing techniques. These should be based on success achieved by other businesses and should be shared with the entire staff. Every employee serves as a mouthpiece for the organization so it only makes sense that each staff member be skilled in closing a deal.

Prospects have many excuses, especially during times when money is tight. They may be fearful of making a purchase because they do not want to spend their hard-earned money. Some of them convert this fear to aggression, placing pressure on the business. Staff should be trained in handling these situations and know how to convert negatives like this to positives.

Leaders in business know what it takes to achieve and maintain a high level of sales. It is not unusual for them to have salaries into the seven figures. By incorporating what they do and how they do it, any business can realize similar results. A sound business model can result in an entrepreneur making more money than ever anticipated.

Russian Market Space Entry Principles Growth

By admin on

Russian Market Entry Strategy / Russian Business Development Strategy Implementation Package offered by Independent Consulting Group may include:

1. Supporting the Customer in fulfilling the Action Plan of Russian Market Entry Strategy / Russian Business Development Strategy.

2. Rendering assistance in organizing and implementing ongoing control activities for the top management of the Company including monitoring of the Russian Market Entry Strategy / Russian Business Development Strategy implementation process both at the corporate and at business units levels (with due specifications) basing upon the approved criteria and methods of strategic targets, goals and key performance indicators evaluation.

3. Developing and implementing management reporting system for the Company owners.

4. Identifying potential problems and risks associated with Russian Market Entry Strategy / Russian Business Development Strategy implementation, preparing an appropriate risk management framework.

5. Identifying the Target Clients/Partners need in extra products/services of the Customer.
6. Providing other strategic consulting services as agreed by the Parties.

7. Current business development services including:

Conducting selected Russian market research surveys (oil&gas, energy, IT, banking, insurance, etc.) aimed at identification of potential partners and the Target Clients for the Customer (Target Clients means Russian and/or foreign companies potentially interested in the Customers products/services and regarded by the Customer as existing or prospective clients).

Preparing the List of the Target Clients and agreeing it with the Customer.

Managing the Customers relations with the Target Clients/Partners.

Identifying potential projects and products to be marketed to the Target Clients.

Working-out sales plan of the Customers products/services marketed to the Target Clients and carrying out activities related to its implementation.

Probing into the Target Clients development plans of core businesses and internal business processes aimed at identifying prospective joint projects, including their potential characteristics (scope, terms, expected results, potential risks, etc.).

Organizing and holding meetings and negotiations with the Target Clients on the issues of development of the Customers business in Russia aimed at achieving the Customers strategic goals and objectives

Taking part on behalf of the Customer in marketing events, including conferences, exhibitions, presentations, seminars, etc.

Monitoring perception by the Target Clients of the Customers strategic initiatives and marketing efforts of the Customer.

Power mapping Independent Consulting Group identifies official and behind-the-scenes powers and decision-makers and assists the Customer in establishing and maintaining effective communications with its Russian partners throughout Russia, its regions, certain industrial sectors of interest to the Customer, and in the Target Clients organizations.

Drafting legal documentation within the framework of development of the Customers business with the Target Clients (carrying out linguistic analysis and working out appropriate recommendations).

Preparing reference information, analysis data, and presentation materials on strategic projects implemented under the Entry Market or Business Strategy of the Customer.

Preparing activities aimed at agreement of legal and other business development-related documents at the Target Clients organizations and involvement in these activities.

Screening for potential partners, building up alliances/consortiums with them, working out recommendations on involvement into such partnerships for promoting development of the Customers business with the Target Clients.

The History Of Confortina Shoes

By admin on

Confortina shoes were first produced in Portugal in 1992 by Orthopeadics who recognised that there was a gap in the market for comfortable shoes that were also designed to prevent and treat foot problems. By studying the feet and how they move Orthapaedics wanted to create a shoe that would work with the foot and prevent any damage while also offering supreme comfort… and so Confortina footwear was born.

Confortina footwear can offer much needed comfort for those who suffer from conditions including diabetes, acute foot pain and neuropathy. As Confortina shoes are wide fitting they are also suitable for people with problem feet. The sole of Confortina shoes is unique as 50% of it contains air bubbles which are used alongside arch stiffeners to give the wearer superior support when walking without having to compromise on comfort.

Confortina shoes have been specially designed so that the upper is moulded to the sole of the shoe, this bypasses the standard process of using heavy stitching or glue. This innovative technique makes Confortina footwear much more flexible and durable than standard shoes and also makes maintaining them a lot easier as they can be put straight into the washing macine or cleaned using a cloth.

Confortina footwear are exceptionally comfortable and have been designed to repair the damage modern living has had on our feet. Confortina shoes have a unique lightweight sole which has zero pressure points, this means that Confortina footwear can be worn throughout the day and still give excellent comfort and support.

In designing Confortina footwear the innovative Thermy-Tex and Multi-Flex materials were used. These materials have been designed to help prevent the bacteria which is responsible for foot odour, so wearing Confortina shoes can keep your feet fresh all day long!

Confortina shoes are so versatile that they can be worn both inside and outside. Whether they are worn throughout the day or just as slippers Confortina shoes are the ultimate treat for your feet and as Confortina footwear is available in a range of colours they can be purchased to suit any outfit! So now you can experience the supreme comfort without having to compromise on style!

Gaslighting Stirring Up Doubt

By admin on

There’s a psychological technique called gaslighting which is incredibly potent especially in persuasive situations.

A few nights ago I was watching TV, just flipping around aimlessly, and came upon an old episode of M*A*S*H. In this episode, BJ is bored and to entertain himself he cooks up a plan for amusement at Winchester’s expense.

BJ, the prankster, while Winchester is out, takes a pair of his pants and replaces them with a pair several sizes too large. When Winchester changes into them, BJ is there and casually makes a comment that he’s looking sick and that maybe he’s got a virus or worse.

After a while, BJ changes out Winchester’s pants again, this time for a much smaller pair, and when Winchester puts on this pair, BJ is quick to comment on how much weight Winchester has gained which sends the vain Winchester into a frenzy, prompting him to go on a strict diet.

Having observed this all, Hawkeye asks BJ, “What’s next?”

To which BJ responds, “Tomorrow he gets taller.”

BJ’s prank is a perfect illustration of gaslighting. He, of course, was engaged in a harmless prank. Yet gaslighting has a very nefarious potential. And the main reason I’m writing about it is so that if you find yourself at the receiving end of this technique, you’ll know how to protect yourself.

As with all the techniques I teach, I want to emphasize that these strategies are incredibly powerful and are developed to help with persuasion and should be used ethically with your prospects.

The term gaslighting came from the 1944 film of the same name and came to be defined as the ruthless manipulation of a person into believing something that isn’t true.

The plot of ‘Gaslighting’ involves a husband who wants his wife out of the way. He goes about this by trying to make her seem insane, which in those days resulted in an extended stay in a mental institution. He manipulated her into doubting her sense of reality.

Understanding and influencing how your affluent prospect interprets their reality is an integral part of persuasion.

The technique of gaslighting has five main strategies.

The first way to employ this strategy is through the use of repetitive questioning. When you do this, you plant seeds of doubt in the mind of the person you’re trying to influence.

You can see this tactic used on game shows, where the host will ask the contestant, “Are you sure? How sure are you? Is this your final answer?” This supposedly (though I can’t see it) raises the level of anticipation and sometimes causes the contestant to doubt themselves.

This can be accomplished without even speaking. Picture someone cocking their head, raising their eyebrow. This can install in the receiver that doubt putting them off guard.

It works all the better if you come off as having their best interest in mind.

The second step in this strategy is to point out things that aren’t there.

By using this strategy, you’re undermining a sense of reality. Conversely it can be used to point out qualities and assets in a person who has no idea that these qualities exist within them (especially if they don’t exist within them).

Appealing to someone’s sense of ego and vanity is one way to use this. Think of former bosses or clients or prospects or authority figures, whose egos needed massaging. This is a form of gaslighting.

If the ego massage is completely without merit and the compliments are baseless, then you’ll most likely be discovered. Use subtlety with tiny portions of reality.

Strategy number three is primarily for the use of experts–someone who has specialized knowledge or divine access to information which you haven’t the ‘connections’ to learn. . .i.e. think therapist, minister, psychics. They have very esoteric, mysterious or specialized knowledge that will give you the answer you seek. Rather, the answer that they wish for you to believe you seek.

This phenomenon causes the client to lower defenses and be more trusting and dependent. This may be part of the reason patients sometimes develop crushes on their therapists.

Strategy number four is to reveal the secret thoughts of others.

Another term for this: gossip. But it’s a specialized gossip, maneuvering the person in an attempt to give them ‘insight’ or a heads up about what others are saying and thereby establishing you as the one who cares enough to know the truth in driving a wedge between them and the others you name.

It helps to install positive behavior. Encouragement and praise are more powerful than derision and destruction.

The final strategy employed in gaslighting is to use the mighty power of the many against the fragile power of the one.

This is used by kids in the schoolyard, politicians, religious leaders, in the media, military and educational system. It’s basically an adult version ‘ganging up’.

It’s a group think straight out of 1984.

Being ganged up on is not fun. If you stand alone, it’s difficult to maintain your position.

As you can see, gaslighting isn’t necessarily a nice practice. It is designed into trick someone into doubting themselves and their own sanity. But there are ways that gaslighting can be used for a positive outcome. You have to decide whether it’s the right thing to use this technique and when it’s the right time not to use it.