The Right Way to Recruit Right-in without being left- out
Right person for the right job is a difficult choice without getting to know the inner mind of the candidates. People mask their behavior all the time and more so during interviews. Selecting people for technical skills or knowledge alone does not guarantee success. Use the latest cutting tools in behavioral sciences to get a thorough understanding of the attitudes, thinking styles, core competencies and personality patterns before you make the costly decision to hire. To improve performance and reduce attrition, you need to tackle the cause, the root-cause – the selection.
Question: What's the cheapest, easiest and quickest way to have your Company staffed by productive, dependable and honest employees?
Answer: Hire productive, dependable and honest people. Most managers do well at managing their Company's day-to-day operations. Unfortunately, all too often they do not do quite as well when they need to decide which job applicant may turn out to be a topnotch employee.
Fortunately, pre-employment testing gives managers a fast, simple, accurate and reliable method to make on-target hiring decisions.
The main purpose of screening job applicants is to predict how an applicant will behave on the job before the manager hires the person. After all, it proves to be a lot better to make this prediction before hiring a applicant, rather than after the applicant already is on the payroll.
Four methods exist to predict or forecast how an applicant will behave on the job:
1) Face to face interviews to ascertain knowledge, 2) reference checks to get behavior track record, and 3) pre-employment tests of skill in various competencies and 4) Psychometric assessment to understand Heredity and environmental influences on the individual that is bound to result in certain behaviors and attitudes.
Methods to Predict On-The-Job Performance
Extensive research conducted for the government and private businesses found most interviews and reference checks are poor predictors of actual on-the-job performance. In fact, this in-depth research by leading industrial psychologist John Hunter, Ph.D., and Frank Schmidt, Ph.D., showed most interviews and reference checks were about as useful as flipping a coin.
However, pre-employment tests and psychometric assessments proved to be the best predictors of actual on-the-job behavior. Why? Because of these four screening methods, only tests and assessments are developed with scientific research techniques to make sure they help predict how a person may behave on-the-job. In contrast, most interviews and reference checks rely chiefly on subjective, unscientific "hunches." As such, tests and psychological measures help managers in making more objective, informed hiring decisions, whereas typical interviews and reference checks provide mainly subjective "guesstimates" of an applicant's potential to do the job. Reference checks are even weaker and becoming more difficult to obtain. Many companies feel that the safest thing for them to do is say nothing other than verify employment dates and position.
What Can Pre-Employment Tests Tell You
Three traits needed to work successfully in most jobs are:
1) A = Abilities, especially mental abilities;
2) B = Behavior on the job; and
3) C = Character or integrity.
As such, A+B+C = Success on the job. Pre-employment tests help evaluate job applicants in these three trait areas.
Character or Integrity Tests
Tests evaluating an applicant's character measure three key aspects of a person's integrity: 1) stealing potential, 2) substance abuse attitudes, and 3) work ethic.
As such, organizations using character tests may make predictions to hire employees who are unlikely to steal or abuse drugs. They can find out if the applicant has a good attitude toward putting in a day's work for a day's pay.
Importantly, character tests often give a "risk rating" on each applicant: low, moderate or high risk. Also, an applicant's character test responses can give the interviewer clear ideas about questions to ask each applicant about their opinions and attitudes.
Work Behavior Tests
Work behavior tests predict how an applicant may behave on-the-job in terms of the person's interpersonal skills, personality at work and motivations. For instance, a work behavior test indicates a person's interpersonal skills, such as friendliness, assertiveness and preference to work in a group. Personality sections of the test forecast how much the person follows the rules and policies, how well the person takes criticism, optimism, anxiety and how the person likes to deal with people.
Finally, a work behavior test tells a manager what motivates each applicant. For example, how much is the applicant motivated by factors like money, helping people, doing creative work, exerting power or doing research.
Mental Abilities Tests
Mental abilities tests reflect an applicant's talent at
1) Reasoning,
2) Handling small details,
3) Workplace arithmetic,
4) Vocabulary, and
5) Grammar.
Did you ever hire someone and later notice the person was not bright enough to learn the job? That is because the person did not possess enough mental ability to "reason" and solve workplace problems. A great deal of work in many organizations is handling lots of small details with speed and accuracy. Mental abilities tests measure this ability. Also, an acceptable applicant often needs skill to do calculations. Problems with an employee's arithmetic may cost lots of money. The arithmetic portion of an abilities test assesses this primary ability.
Finally, when hiring people for professional or management jobs, a decent vocabulary and mastery of grammar often proves helpful. To be successful, managers and professionals must have these skills.
Legalities of Testing
Any screening method -- interviews, reference checks, or tests -- that may be legally defensible should be 1) job related, 2) valid-accurate, 3) reliable, and 4) used in a nondiscriminatory manner.
In much the same way, a legal and useful screening method should provide an accurate prediction of how an applicant would behave on-the-job (valid - accurate). If two managers both use the same screening method on an applicant, such as interviews or tests, both managers should come up with the same predictions of how the applicant would behave on-the-job (reliable). Finally, the screening method should not be used to discriminate against anyone because of the person's gender or ethnic group (nondiscriminatory in use).
Examples of Tests and What They Predict
1.People Performance Competency 20 – assessment tool that measures 5 Meta Performance Competencies namely Managing Change, Planning and Organizing, Interpersonal Dynamics, Result Orientation and Leadership, which are further, subdivided into 20 core competencies, on a ten-point scale. The twenty competencies are initiative, innovation, risk taking, flexibility & adaptability, planning, thinking, quality focus, oral communication, relationships, sensitivity, customer analytical focus, team work, business awareness, authority & presence, motivation, developing people, resilience, learning orientation, decision making and achievement) . Such a detailed understanding makes the strengths of the individual conspicuous and helps to identify if the candidate is capable of meeting the challenges to which his job would expose him.
2.Communication Pattern Analysis based on Dr Eric Berne’s Transactional Analysis - assesses the impact of upbringing and the environmental factors that give rise to communication habits of the individual. This is one of the key assessments as it analyses if the communication pattern of the individual is sound, which is the basis of all successful endeavors. It helps to assess how far an individual will foster teamwork, build rapport utilizing his/her communication skills, which can intern be linked up to the nature of the job.
3.FITS Personality Style Assessment based on Carl Jung’s Analysis - mirrors the various personality styles based on heredity characteristics of the individual in terms of Thinker, Intuitor, Sensor and Feeler. Once the personality style of the individual is identified the various attributes attached to it can be studied. These attributes will help see if there is a match between the demands of the job and individual personality characteristics
4.4C’s based Heredity Factors - is a self awareness profile which indicates the Control, Convince, Conform and Consistent behaviors of individuals, in order to assess various aspects like drive to over come barriers, ability to persuade etc. It categorizes individuals as people oriented or task oriented, which intern reflects the style by which they will get work done. It also helps find out if an individual is ‘Active or Passive’ and one’s orientation in terms of TASK Vs PEOPLE.
5.Behavior Pattern Analysis at Work and off Work - assessment is an effective tool that helps identify the patterns and styles that one assumes both at the work place and on the personal front. It also helps identify how different or how similar are the personal and work styles of the individual, thereby demonstrating either his ability to flex or to maintain consistency
Give yourself the cutting edge in the selection process to get the best of your recruitment budgets. You get more for less. Along with behavioral interviews, individual “Psychometric Assessment” provides employers with an objective and unbiased measure of all things that underlies an individual’s likely performance and fit to a role and organizational culture that cannot be measured by other means .Now it’s time to get ready for the selection revolution.
1.Describe the benefit of competency- based psychometric assessments for behavioral interview skills
2.Understand the benefits of psychometric assessments
3.Interpret the scores of psychometric assessment of candidates
4.Describe the benefits of developing competency based behavioral interviewing skills
5.Define the phases of a structured competency based behavioral interview
6.Develop competency based behavioral questions
7.Demonstrate the use of a variety of questioning techniques to control an interview
8.Evaluate a competency based behavioral interview
9.Get insight to Group testing methodology.
24-25 July–Bangalore, 07-08 Aug–Mumbai,
18-19 Aug – Hyderabad, 28 – 29 Aug – Chennai
InterNALview Workshop is virtually FREE as you get to take assessment online at <link outdated-removed> smentworld. com WORTH over Rs6300/- for FREE since we have worked out a special arrangement just for the registered participants to enable a scientific understanding of people’s behaviors and competencies.
You also get to attend the workshop facilitated by international Master Trainers in one of the good hotels in the respective city with sumptuous lunch and coffee also for FREE.
You also get a detailed analysis of your test scores by our team of psychologists also for FREE.
You also get an attractive laminated certificate of Appreciation for your participation along with extensive well researched reading material in a international class print and bind.
Your Training Investment: Just Rs9000/- + Service tax at 10.3%
Life Strategists, Behavioral Trainers, Coaches & Change Agents
Email: sree@ <link updated to site home> <link outdated-removed> ( Search On Cite | Search On Google )
Phone: Mobile: 91 9901983545Office: 91 80 41718771/72
Web: The Assessment World & www.oscarmurphy. com
Changing Attitudes Reaching Effectiveness
From India, Bangalore
3Right person for the right job is a difficult choice without getting to know the inner mind of the candidates. People mask their behavior all the time and more so during interviews. Selecting people for technical skills or knowledge alone does not guarantee success. Use the latest cutting tools in behavioral sciences to get a thorough understanding of the attitudes, thinking styles, core competencies and personality patterns before you make the costly decision to hire. To improve performance and reduce attrition, you need to tackle the cause, the root-cause – the selection.
Question: What's the cheapest, easiest and quickest way to have your Company staffed by productive, dependable and honest employees?
Answer: Hire productive, dependable and honest people. Most managers do well at managing their Company's day-to-day operations. Unfortunately, all too often they do not do quite as well when they need to decide which job applicant may turn out to be a topnotch employee.
Fortunately, pre-employment testing gives managers a fast, simple, accurate and reliable method to make on-target hiring decisions.
The main purpose of screening job applicants is to predict how an applicant will behave on the job before the manager hires the person. After all, it proves to be a lot better to make this prediction before hiring a applicant, rather than after the applicant already is on the payroll.
Four methods exist to predict or forecast how an applicant will behave on the job:
1) Face to face interviews to ascertain knowledge, 2) reference checks to get behavior track record, and 3) pre-employment tests of skill in various competencies and 4) Psychometric assessment to understand Heredity and environmental influences on the individual that is bound to result in certain behaviors and attitudes.
Methods to Predict On-The-Job Performance
Extensive research conducted for the government and private businesses found most interviews and reference checks are poor predictors of actual on-the-job performance. In fact, this in-depth research by leading industrial psychologist John Hunter, Ph.D., and Frank Schmidt, Ph.D., showed most interviews and reference checks were about as useful as flipping a coin.
However, pre-employment tests and psychometric assessments proved to be the best predictors of actual on-the-job behavior. Why? Because of these four screening methods, only tests and assessments are developed with scientific research techniques to make sure they help predict how a person may behave on-the-job. In contrast, most interviews and reference checks rely chiefly on subjective, unscientific "hunches." As such, tests and psychological measures help managers in making more objective, informed hiring decisions, whereas typical interviews and reference checks provide mainly subjective "guesstimates" of an applicant's potential to do the job. Reference checks are even weaker and becoming more difficult to obtain. Many companies feel that the safest thing for them to do is say nothing other than verify employment dates and position.
What Can Pre-Employment Tests Tell You
Three traits needed to work successfully in most jobs are:
1) A = Abilities, especially mental abilities;
2) B = Behavior on the job; and
3) C = Character or integrity.
As such, A+B+C = Success on the job. Pre-employment tests help evaluate job applicants in these three trait areas.
Character or Integrity Tests
Tests evaluating an applicant's character measure three key aspects of a person's integrity: 1) stealing potential, 2) substance abuse attitudes, and 3) work ethic.
As such, organizations using character tests may make predictions to hire employees who are unlikely to steal or abuse drugs. They can find out if the applicant has a good attitude toward putting in a day's work for a day's pay.
Importantly, character tests often give a "risk rating" on each applicant: low, moderate or high risk. Also, an applicant's character test responses can give the interviewer clear ideas about questions to ask each applicant about their opinions and attitudes.
Work Behavior Tests
Work behavior tests predict how an applicant may behave on-the-job in terms of the person's interpersonal skills, personality at work and motivations. For instance, a work behavior test indicates a person's interpersonal skills, such as friendliness, assertiveness and preference to work in a group. Personality sections of the test forecast how much the person follows the rules and policies, how well the person takes criticism, optimism, anxiety and how the person likes to deal with people.
Finally, a work behavior test tells a manager what motivates each applicant. For example, how much is the applicant motivated by factors like money, helping people, doing creative work, exerting power or doing research.
Mental Abilities Tests
Mental abilities tests reflect an applicant's talent at
1) Reasoning,
2) Handling small details,
3) Workplace arithmetic,
4) Vocabulary, and
5) Grammar.
Did you ever hire someone and later notice the person was not bright enough to learn the job? That is because the person did not possess enough mental ability to "reason" and solve workplace problems. A great deal of work in many organizations is handling lots of small details with speed and accuracy. Mental abilities tests measure this ability. Also, an acceptable applicant often needs skill to do calculations. Problems with an employee's arithmetic may cost lots of money. The arithmetic portion of an abilities test assesses this primary ability.
Finally, when hiring people for professional or management jobs, a decent vocabulary and mastery of grammar often proves helpful. To be successful, managers and professionals must have these skills.
Legalities of Testing
Any screening method -- interviews, reference checks, or tests -- that may be legally defensible should be 1) job related, 2) valid-accurate, 3) reliable, and 4) used in a nondiscriminatory manner.
In much the same way, a legal and useful screening method should provide an accurate prediction of how an applicant would behave on-the-job (valid - accurate). If two managers both use the same screening method on an applicant, such as interviews or tests, both managers should come up with the same predictions of how the applicant would behave on-the-job (reliable). Finally, the screening method should not be used to discriminate against anyone because of the person's gender or ethnic group (nondiscriminatory in use).
Examples of Tests and What They Predict
1.People Performance Competency 20 – assessment tool that measures 5 Meta Performance Competencies namely Managing Change, Planning and Organizing, Interpersonal Dynamics, Result Orientation and Leadership, which are further, subdivided into 20 core competencies, on a ten-point scale. The twenty competencies are initiative, innovation, risk taking, flexibility & adaptability, planning, thinking, quality focus, oral communication, relationships, sensitivity, customer analytical focus, team work, business awareness, authority & presence, motivation, developing people, resilience, learning orientation, decision making and achievement) . Such a detailed understanding makes the strengths of the individual conspicuous and helps to identify if the candidate is capable of meeting the challenges to which his job would expose him.
2.Communication Pattern Analysis based on Dr Eric Berne’s Transactional Analysis - assesses the impact of upbringing and the environmental factors that give rise to communication habits of the individual. This is one of the key assessments as it analyses if the communication pattern of the individual is sound, which is the basis of all successful endeavors. It helps to assess how far an individual will foster teamwork, build rapport utilizing his/her communication skills, which can intern be linked up to the nature of the job.
3.FITS Personality Style Assessment based on Carl Jung’s Analysis - mirrors the various personality styles based on heredity characteristics of the individual in terms of Thinker, Intuitor, Sensor and Feeler. Once the personality style of the individual is identified the various attributes attached to it can be studied. These attributes will help see if there is a match between the demands of the job and individual personality characteristics
4.4C’s based Heredity Factors - is a self awareness profile which indicates the Control, Convince, Conform and Consistent behaviors of individuals, in order to assess various aspects like drive to over come barriers, ability to persuade etc. It categorizes individuals as people oriented or task oriented, which intern reflects the style by which they will get work done. It also helps find out if an individual is ‘Active or Passive’ and one’s orientation in terms of TASK Vs PEOPLE.
5.Behavior Pattern Analysis at Work and off Work - assessment is an effective tool that helps identify the patterns and styles that one assumes both at the work place and on the personal front. It also helps identify how different or how similar are the personal and work styles of the individual, thereby demonstrating either his ability to flex or to maintain consistency
Give yourself the cutting edge in the selection process to get the best of your recruitment budgets. You get more for less. Along with behavioral interviews, individual “Psychometric Assessment” provides employers with an objective and unbiased measure of all things that underlies an individual’s likely performance and fit to a role and organizational culture that cannot be measured by other means .Now it’s time to get ready for the selection revolution.
InterNALview Workshop Objectives
2.Understand the benefits of psychometric assessments
3.Interpret the scores of psychometric assessment of candidates
4.Describe the benefits of developing competency based behavioral interviewing skills
5.Define the phases of a structured competency based behavioral interview
6.Develop competency based behavioral questions
7.Demonstrate the use of a variety of questioning techniques to control an interview
8.Evaluate a competency based behavioral interview
9.Get insight to Group testing methodology.
InterNALview Workshop Dates
24-25 July–Bangalore, 07-08 Aug–Mumbai,
18-19 Aug – Hyderabad, 28 – 29 Aug – Chennai
InterNALview Workshop is virtually FREE as you get to take assessment online at <link outdated-removed> smentworld. com WORTH over Rs6300/- for FREE since we have worked out a special arrangement just for the registered participants to enable a scientific understanding of people’s behaviors and competencies.
You also get to attend the workshop facilitated by international Master Trainers in one of the good hotels in the respective city with sumptuous lunch and coffee also for FREE.
You also get a detailed analysis of your test scores by our team of psychologists also for FREE.
You also get an attractive laminated certificate of Appreciation for your participation along with extensive well researched reading material in a international class print and bind.
Your Training Investment: Just Rs9000/- + Service tax at 10.3%
The participants will have to take the tests online one week before the workshop but only after full registration by 100% payment in advance.
Call now at 91 80 41161534 / 35 or 91 80 41718771 / 72
email at omls@oscarmurphy. com <link updated to site home> ( Search On Cite | Search On Google )
Register early as only few seats are available at each of the four venues. This workshop can change the way you look at people before, during and after the Behavioral Interview is completed. Ask for the registration form now and be part of the recruitment revolution. Learn to Hire the Right person for the Right Job and see vast improvements in productivity and performance of your people and organization.
These assessments are available for use in training, coaching, leadership development, Performance Management, succession plan and more.
SREE NIDHI S K Oscar Murphy InternationalCall now at 91 80 41161534 / 35 or 91 80 41718771 / 72
email at omls@oscarmurphy. com <link updated to site home> ( Search On Cite | Search On Google )
Register early as only few seats are available at each of the four venues. This workshop can change the way you look at people before, during and after the Behavioral Interview is completed. Ask for the registration form now and be part of the recruitment revolution. Learn to Hire the Right person for the Right Job and see vast improvements in productivity and performance of your people and organization.
These assessments are available for use in training, coaching, leadership development, Performance Management, succession plan and more.
Life Strategists, Behavioral Trainers, Coaches & Change Agents
Email: sree@ <link updated to site home> <link outdated-removed> ( Search On Cite | Search On Google )
Phone: Mobile: 91 9901983545Office: 91 80 41718771/72
Web: The Assessment World & www.oscarmurphy. com
Changing Attitudes Reaching Effectiveness
From India, Bangalore
The Scientific Behavioral Interview Workshop – InterNALview Process
From India, Bangalore
- Expression of Interest by the participant
- Registration Form duly completed along with resume and full payment
- Payment to be made by DD or MT payable to Oscar Murphy Life Strategists Pvt Ltd account in Bangalore
- On realisation of payment participant gets a confirmation
- Five Assessments will be triggered and communication sent by email to participants email id
- Participant takes the five test battery online.
- Scoring sheets prepared by the Team of Psychologists at http://theassessmentworld.com
- The scores are individually interpreted and a detailed report generated in tune with the resume provided
- Sample behavioural questions generated based on the resume + assessment results
- The reports and the sample questions sent to the email id of the participant
- The participant takes part in the two day intensive workshop based on latest developments in understanding people and their behaviour, attitudes, mindsets, habits and thinking
- The wide variety of psychometric report samples are used as case studies
- The participants have opportunity to get all their questions scientifically answered by the experts
- Opportunity to take part in Behavioural Interview role play’s
- Learn how to understand people and their competencies even without the help of assessments to enable better selection using behavioural clues of people and their personality
- Each participant gets an individual copy of well researched handout for further reading as well as to serve as a reference guide for future use
- Each one has ample opportunity to interact with the master trainers as well as with other participants as part of the learning process
- The participants learn some insights into understanding people through proven behavioural games and activities that enable deeper insights leading to better hiring / succession planning decisions
- Learn to deal with interviews before, during and after for enhanced quality of selection methods
- Each participant receives an exquisite certificate of participation.
- Each participant has an option to be part of our associate network to get the best out of http://theassessmentworld.com too
- Each participant gets a special training at nominal costs if they choose to be an Business associate in the city of their choice
- They get to earn attractive financial, intellectual and social benefits
- They get continued support to be an active associate learning and earning with lots of job satisfaction.
From India, Bangalore
To make it easy for you I have uploaded the file on the Science of Behavioral Interview. You may wish to download and benefit now!
From India, Bangalore
From India, Bangalore
I am not surprised at all at the encouraging response and the constant flow of calls and emails to participate in the almost free workshop as it is total value for money. But I must warn you since many of you may even end finding for yourself a wonderful opportunity to be an active business associate. You get earn well lifelong as the The Assessment World offers not just financial rewards but intellectual stmulation and social recognition as well.
So if you are keen to take it up as a full time entrepreneurial opportunity, this is the most exciting opportunity for all those in the caring field of Human Resource Optimization.
From India, Bangalore
So if you are keen to take it up as a full time entrepreneurial opportunity, this is the most exciting opportunity for all those in the caring field of Human Resource Optimization.
From India, Bangalore
http://groups.google.com/group/trainers-forum
I am pleased to welcome you and your trainer friends as members of the 'Trainers Forum', one of the best place for our fraternity to interact, share and help each other. As coordinator of Trainers Forum, I am here to help you feel comfortable in your new surroundings. For your information, i will be uploading a new article everyday. Lets make this 'The quality' site for all trainers.
From India, Delhi
I am pleased to welcome you and your trainer friends as members of the 'Trainers Forum', one of the best place for our fraternity to interact, share and help each other. As coordinator of Trainers Forum, I am here to help you feel comfortable in your new surroundings. For your information, i will be uploading a new article everyday. Lets make this 'The quality' site for all trainers.
From India, Delhi
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Sample Behavioral Interview Questions.doc
Thing syou should avoid in interview.pptx
Interview-ebook _181.zip