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Gathering as much information as possible on each candidate is key to ensuring “Hire Success”.
On average, in North American businesses, at least 50% of all new hires “don’t work out.”
*Source: Fortune Magazine, 2/00
34% of all application forms contain outright lies about experience,
education, and ability to perform essential functions on the job.
*Source: Wall Street Journal
Due diligence can make the difference towards making the right hire!
Criteria to look for when evaluating the recurring process and diligence of a staffing provider:
Personality: Benchmarked against your internal top performers
Culture: Evaluation based on your workplace culture
Mindset: Used to evaluate customer service/sales mindset
Skills: Over 40 IT specific tests and full suite of “general skills” evaluation
e-Screen: Thorough on-line application to weed out the non-qualified applicants and “noise”
References: e-References or standard references available
Interview: In-depth behavioural based interview
Resume: All applicants accepted on-line and formatted
*Sources:
Professor Mike Smith, University of Manchester, August 1994
John E. Hunter and Ronda F. Hunter, Validity and Utility of Alternative Predictors of Job Performance, Psychological Bulletin, Vol. 96, No.1, 1984, p. 90.
Robert P Tett, Douglas N. Jackson, and Mitchell Rothstein, Personality Measures as Predictors of Job Performance: A Meta-Analytical Review, Personnel Psychology, Winter 1991, p.703. Michigan State University’s School of Business.
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