Archive for Multi Unit Ops
Best Hiring Practices Step #1
Hiring new employees as we all know can be challenging! How can it be easier on you you ask? Finding the best candidates starts by attracting the right individuals!
Are you aware that right now the most talented individuals are seeking employment? To seek out the “sharks” in the applicant pool, you will need to start by revisiting the job posting. Are you using the suited language in your posting that will attract the “sharks”? This is the first area to begin attracting applicants by utilizing NLP. Questions attract, statements repel.
We were recently working with a client who was having difficulty finding an executive assistant. There was certain skill set that needed to be fulfilled, however the challenge was finding the right mindset! Once we were clear on the traits the client needed, we revamped the job posting. We started receiving qualified applicants daily! Following the multiple best hiring steps, within days the client had the top five applicants to choose from! Not only were they able to fulfill the executive administrative posting…they also found a “shark” from those applicants to add for their sales/closing operations!
So I ask again, are you aware that right now the most talented individuals are seeking employment? Some are even coming in under the radar simply to obtain a position!
For further info: call Deka R Knutson at 702-375-9330
Accessibility of Winslow Personality Profile Results
The Winslow Assessment System has many components that support our unique ability to support our business owners and individual end users. A prospective client asks how fast the Winslow Profile Report results are available for review.
The Winslow Assessment System is online and available 24/7/365. Company founder, William Winslow has invested many years in development to perfect the system which is available to our clients at no additional cost.
The assessment questionnaire takes 45 – 60 minutes online to complete. Once submitted online by the applicant for scoring, the personality profile is available again online to the administrator within 3 hours. This gives the employer flexibility to incorporate the profile report into the interview and selection process at any point.
To further streamline the employer’s review of the Winslow Profile, three distinct versions are available depending on the company’s specific application of the personality report – Executive (4-6 pages), Manager (20-25 pages) and Participant (50-55 pages).
This is 3rd in a series of 4 blog posts on a single subject.
Check out the other 3 posts in the series.
Part 1 Client Expectations of Winslow Assessment
Part 3 Assessment Cost Investment
Expectations of Winslow Assessment System
A prospective client recently inquired about our use of The Winslow Assessment System in assisting their business in applicant and client selection, staff development and staff career pathing. I asked for his company’s top 3 objectives in using a personality assessment tool. They are, in his order of importance, as follow:
- How reliable are the assessment results of The Winslow in evaluation of a candidate’s potential for success in running my business?
- How quickly are the Winslow Profile Report results available to me for review?
- How much does the investment in the personality assessment cost?
Working backwards, this company manager’s astute use of the word “investment” indicates he intends to benefit from the person he finally hires, so no mistakes! It also begs for a cost/ benefits analysis, since his word “cost” is meaningless in business without it. You get what you pay for, so what do you stand to gain?
His second question about how quick are the test results available is the problem we all have in common of never having enough time. How fast is fast enough when hiring the right person, or not, is at stake?
Finally, the first question he poses about assessment reliability makes the point that all personality tests are not equal, that, in today’s work force downsizing, hiring or promoting the right person is a critical decision and that today’s hiring manager has to be able to read between the lines of the applicant’s practiced techniques for getting hired. Going on intuition, gut feeling and personal opinion is no longer adequate as a stand-alone technique.
In the following 3 blog series, I will look at obvious and not-so-apparent considerations in how The Winslow Report meets the 3 objectives in this company’s intended use of personality and behavior assessment to reduce errors in candidate screening and selection.
Check out the other 3 posts in the series.
The Restaurant Manager’s Hiring Dilemma
The Winslow Assessment System can eliminate the guesswork and save time and money in applicant selection.
Are you always right – really? Is your interview time too short or interrupted? Not to mention that it is against the law (whether intentional or not), but is your applicant judgment biased by first impressions, personal appearance, male vs female, age, skin color etc? Or, have you had to delegate some or all of the interview/hiring process to untrained managers or staff? Is it difficult to get meaningful work references?
After being hired and during the initial employment period, hidden personality traits that you missed in interviewing often show up. Some are even critical obstacles to business success. Work experience, education and training required for a job are easily identified and verified, but measuring behavior and attitude is not part of the typical hiring process. Traits which do not fit the company culture or job requirements can be easily masked during the traditional interview process. Even at entry level hiring, the career counseling industry spends major time in training job seekers how to interview well with you to land that job.
But, do you really need to go that far? Can you afford not to? Research proves 90% of all career failures are directly impacted by personality, attitude and behavior. Individuals do not usually fail because of lack of education, experience, training, or skills. They fail because their personality does not match the position behavioral requirements. According to Dr. Denis Waitley and William Winslow, “if the wrong career choice is made or applicant is hired or promoted initially, there is no training program or motivational course that can offset or compensate for that error”. So the key is to reduce or eliminate errors in hiring – get the right person for the right job the first time around!
The Winslow Applicant Selection Reports will significantly increase the probability that applicants you hire will be successful in their jobs and achieve their maximum potential in your organization. More than any other assessment tool currently available, the Winslow Assessment measures the 24 personality traits related to success and the resulting Winslow Reports give the profile results in an easy to understand format. Knowing before hiring saves time and money and establishes the strong foundation needed for successful execution of a well layed out business plan.
