Companies grow when employees exhibit strong work ethic! However, companies waste a lot when they hire lazy bums!
Employees with a strong work ethic
+ show up on time
+ put in a day’s work (or more) for a day’s pay
+ do work in careful, conscientious manner
+ take pride in being productive
+ realize their work contributes to their employer’s success
+ feel irritated by lazy, unproductive employees
Employees with lousy work ethic
– are lazy bums
– fail to show up or are late
– do only enough work to not get fired
– ridicule productive employees
– do not care about employer’s success
– adore other lazy bums!
There are several steps to help you hire employees who have strong work ethic plus avoid hiring lazy employees.
Last time we discussed step 1 + 2:
1st STEP = REVIEW APPLICATION OR RESUME for
WORK ETHIC CLUES
2nd STEP = 10-15 MINUTE, FAST PHONE INTERVIEW
Here is Step #3:
PRE-EMPLOYMENT TESTS: PERSONALITY + INTELLIGENCE TESTS
Pre-employment tests give you research-based insights into applicant’s
* personality relevant to job
* intelligence or brainpower to learn and do job
My research on great employees found great employees often get certain pre-employment test scores. Definition = Great employees are both
1. Highly Productive
2. Low Turnover
The optimal way to use pre-employment tests is to make custom-tailored benchmark test scores based on your company’s best employees in each job.
To custom-tailor pre-employment tests, have your best employees in each job take the personality and intelligence tests. Their typical scores are custom-tailored benchmark test scores for that specific job in your company.
For example, let’s say you want to test applicants for Sales Rep jobs. First, your company’s best Sales Reps take the personality tests and intelligence tests. Their typical test scores become your company’s custom-tailored benchmark test scores for your company’s Sales Reps. Use same pre-hire test benchmarking method for every blue-collar and white-collar job in your company.
Recommendation = Seriously consider applicants whose test scores are same or similar to test scores of your best employees in each job in your company.
On pre-employment personality tests, my research usually finds productive employees with good work ethic usually get these test scores:
High scores on
+ Work Ethic
+ Following Rules, Policies, & Procedures
+ Reacting Maturely to Pressure or Tension
+ Motivation for Their Work
+ Energy level
Low scores on
– Desire to Challenge Rules, Policies, & Procedures
On pre-employment intelligence (mental abilities) tests, you should focus on hiring applicants who have the level of intelligence or brainpower required to handle their specific job. A book entitled, “The Bell Curve” cited research proving each job requires a certain level of intelligence on the bell curve: (a) Lower-level jobs require lower intelligence levels and (b) Higher-level jobs require higher intelligence.
In my pre-employment testing experience in many companies, I repeatedly find terrific, superstar employees in each specific jobs require certain levels of intelligence, e.g., (1) Problem-Solving Ability, (2) Math Ability, and (3) Ability to Handle Small Details.
Low-level superstar employees usually get low scores on intelligence tests.
Jobs = Warehouse Worker, Driver, Order-Picker, & Clerk
Mid-level superstar employees usually get average scores on intelligence tests.
Jobs = Inside Sales Rep, CSR, Technician, Installer, & Supervisor
High-level superstar employees usually get high scores on intelligence tests.
Jobs = Manager, Branch Manager, Executive, & Outside Sales Rep
Some applicants get good personality test scores, but score lower than your benchmark employees on intelligence tests. Fact = You cannot stuff more brains into a person’s head! Beware = When applicant scores lower than your company’s benchmark test scores on intelligence tests, that person may have difficulty (a) learning the job and (b) correctly thinking through situations on-the-job.
IF an applicant gets scores similar to your best, benchmark employees, then you do In-Depth Interview.
Next time Step # 4!!