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7 Steps To Hire The Best
You can use this step-by-step method to hire applicants who are likely to be “superstar” employees:
Important: Focus on hiring applicants you rate positively on all seven prediction methods.
1st Prediction Method = Brief Initial Screening Interview
If an applicant’s application looks suitable, then conduct BISI, a customized 15-30 minute over-phone or in-person interview. BISI quickly reveals if an applicant has biographical data similar to your company’s “superstar” employees.
For example, at one company, we discovered “superstar” Sales Reps had many similarities before working for this company:
So, this company’s BISI screened-in applicants with similar work, education, pay, and vocal style – and screened-out other applicants.
2nd Prediction Method = Customized Pre-employment Tests
If the applicant did well on 1st Prediction Method – BISI, then you can have applicant take customized pre-employment tests. Use tests specifically designed to screen applicants and predict:
Importantly, the test must use customized “benchmark scores” based on scores of your “superstar” employees. With customized “benchmark scores,” you quickly see if an applicant scored similar to your company’s “superstar” employees.
3rd Prediction Method = In-Depth Interview Using Customized
Interview Guide Form
If you decide the applicant did fine on 1st and 2nd Prediction Methods, then you may conduct an In-Depth Interview. Crucial: Create a customized Interview Guide document for each job, including (a) 6 – 9 key “make-or-brake” job talents, (b) questions to ask, (b) note-taking, and (c) ratings.
Importantly, you must provide seminar training to teach managers how to use your customized Interview Guides to assess applicants. Without superb training, interviewers fail to hire the best.
4th Prediction Method = Role-Play
If the applicant did well on 3rd Prediction Method, then have applicant do Role-Play immediately after In-Depth Interview. The 15 – 30 minute role-play lets you see if the applicant has critical job skills. For example, have a Sales Rep applicant role-play selling. Then, assess the applicant using a customized Role-Play Rating Checklist.
5th Prediction Method = Realistic Job Preview
If you decide applicant did well on 1st – 4th Prediction Methods, then do Realistic Job Preview: For RJP, the applicant spends ½ - 1 day watching an employee doing the job. Benefit: Applicants who received RJP are less likely to (a) accept job offer – but, if they accept, (b) turnover. Reason: The RJP assures they know what they are getting themselves into!
6th Prediction Method = 1 Executive Must Approve All Hiring
If the applicant did well on 1st – 5th Prediction Methods, then one executive at your company reviews Applicant Rating Summary Form. Your company’s quick Applicant Summary Rating Form
Important: If the applicant’s ratings on 1st – 5th Prediction Methods include
+ all positive ratings, then executive may approve hiring applicant
- average or negative ratings, then the executive may not allow applicant to be hired
7th Prediction Method = Reference Checks
If your company decides the applicant did well on 1st – 6th Prediction Methods – plus accepts job offer – then you conduct Reference Checks. If they prove
+ positive, then your company keeps applicant as an employee
- negative, then you take appropriate action
How Much Time Do You Need to Hire the Best?
Many managers moan they are time-crunched, and ask how much time these seven steps require. Two answers:
© Copyright 2005 Michael Mercer, Ph.D.
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