You followed the hiring process to a T and it worked! You hired a great employee and they are proving to be a great fit. But what happened to their assessment results? I’m willing to bet you used the results to help you make a hiring decision, but haven’t looked at them since.
If you’re not measuring a potential employee’s behavioral reliability, you’re making a big mistake!
According to the report, “A Typology of Deviant Workplace Behaviors: A Multidimensional Scaling Study,” by Sandra L. Robinson and Rebecca J. Bennett, counterproductive and delinquent workplace behaviors cost organizations an estimated $6 to $100 billion annually. Out of all the employees included in their research, up to 75% have engaged in deviant or delinquent workplace behaviors (i.e, theft, computer fraud, vandalism, sabotage, embezzlement, and absenteeism.) This means you probably have some employees or are on the verge of hiring an employee who could prove to be very costly to your organization.
Cognitive ability tests, such as the Wonderlic Scholastic Level Exam (SLE), are widely used for student selection and placement. By measuring a potential student’s ability to learn, adapt and solve problems, the SLE has been proven to increase student retention, graduation and job placement rates, along with helping schools meet accreditation requirements. Read more about The Hidden Side of Predicting Student Performance and Success
There’s nothing like a first impression, and in the case of job applicants, that is often a resume. But let’s be honest for a second about resumes and their real value when it comes to making hiring decisions. Read more about Why You Need More Than Just a Resume
How strong are your teams? Use personality types to create cross-functional understanding. Ken shares a team-building exercise you can use right away to strengthen your employee’s awareness of communication styles.