Assessments
"70% of college students would lie on an application or on their resume to get a job." |
Catalyst uses pre and post hiring assessments in their own hiring of great talent and suggest it for all of our clients for a number of very good reasons. The first reason is simple, people lie on their resumes. According to StatisticBrain.com, 53% of information on a resume was found to be false. The key word here is "found". That means, this is the percentage that was actually discovered by the prospective employer. In my experience, most business owners do very little due diligence when hiring a new person. So more than likely that number is a lot higher. In fact StaticBrain goes on to show that 70% of college students would lie on an application or on their resume to get a job. That's a staggering statistic!
The second reason that Catalyst uses assessments and strongly suggests that our clients do as well is because it is hard to hire people objectively. We are all swayed by many factors during the interview process (i.e. how the applicant is dressed, the way they speak, what they say, how they say it, myriad verbal cues, their resume, etc.). It can be very daunting even for the most seasoned professional to hire great talent, let alone someone who has no hiring experience. |
The Cost of Turnover
Once you really understand the cost of turnover, you will probably never look at your hiring process again the same way. "According to a study by the Society for Human Resource Management, employers will need to spend the equivalent of six to nine months of an employee’s salary in order to find and train their replacement." (quote compliments of Huffington Post). So, what does that mean in dollars and cents to an employer? Well, let's say you hire someone in at $30,000 per year. That means that losing this employee and having to recruit, hire and train their replacement will cost the employer approximately (using 7.5 months) $19,000! I don't know about you, but that's a staggering number to us! In addition, the average worker now on average stays with a company only 1.5 years. These are symptoms of a lot of societal issues, but the employer has to bear at least some of the responsibility for these dismal numbers. If you as an employer don't know who you're hiring (skill-wise, behaviorally, their history in the workplace); if you don't know anything about yourself as an employer (behaviorally); and you really don't have a good handle on how to hire (no formal, proven process, no understanding of behavioral styles, no solid interview skills, no knowledge of reading body language, etc.), who to hire (what a good applicant looks like and sounds like, what skills you're looking for, what behavioral traits you're looking for, etc.), how to conduct due diligence, where to best place recruitment ads, etc., how can anyone really be surprised by these numbers?
Assessments take the guess work out of hiring. It doesn't mean we don't ever meet with the applicants and conduct solid interviews. It means that we rely on proven tools that can help uncover issues with prospective employees that we would never find out about in an interview or issues that we would find out about only after hiring them. And at that point, it's too late - the damage could already be done.
In our experience, those companies that take the time to hire the "right" person right out of the gate instead of hiring from their gut have much better work environments, have fewer management issues, have better engaged employees and do better than their competition. Who wouldn't want all of that?
Please click the specific assessments below to learn more about them.
Assessments take the guess work out of hiring. It doesn't mean we don't ever meet with the applicants and conduct solid interviews. It means that we rely on proven tools that can help uncover issues with prospective employees that we would never find out about in an interview or issues that we would find out about only after hiring them. And at that point, it's too late - the damage could already be done.
In our experience, those companies that take the time to hire the "right" person right out of the gate instead of hiring from their gut have much better work environments, have fewer management issues, have better engaged employees and do better than their competition. Who wouldn't want all of that?
Please click the specific assessments below to learn more about them.
The Catalyst Business Coaching Hiring Assessments
Step One II Survey*This is the first assessment we use in our Hiring Process. If a candidate does not pass this assessment, we move on to another candidate.
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Extended DISCIf the candidate passes this assessment, we move on to the Extended DISC Assessment.
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Profiles XT*
If your candidate's results are favorable from the Extended DISC Assessment, we move on to the Profiles XT. If they are a match for the position you're looking to fill, we offer them the position.
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These are just a few of the tools that Catalyst uses to hire good talent. We do not suggest using JUST these tools. These tools used in a sequential order along with phone interviews and in-person interviews are a must as well. If you desire more information about these assessments or Catalyst's Hiring Process, please feel free to click the "Learn More" buttons above or give us a call.
The good news is that you don't have to be a one-on-one business coaching client to have access to the many assessment that Catalyst offers.
The good news is that you don't have to be a one-on-one business coaching client to have access to the many assessment that Catalyst offers.
So, what are you waiting for? Give us a call to see how Catalyst Business Coaching can help you become the business owner you'd like to be, living the life you've always dreamed of - 877.427.4769.
*Step One II Survey and Profiles XT are proprietary names of John E. Wiley & Sons/Profiles International