Companies need employees who avoid distractions and focus on delivering high work productivity. Those are your “Superstar” employees who are both highly productive. Unfortunately, this has become more difficult with employees’ non-stop opportunities to socialize, play with their cell phones, or indulge in social media. Also Work-From-Home (WFH) potentially gives your WFH employees constant detours…
Managing remote employees brings about new challenges for companies. Working from home is more widespread due to stay-at-home rules and fear of catching Covid-19 or other future problems. Companies concerned about work ethic of remote workers are one of their concerns right now. Here are the top problems with working from home + solutions for your company regarding work ethic and managing remote employees.
Remote hiring and working remotely for companies these days poses new obstacles for hiring great employees. You need to hire employees who will need to work from home independently without someone looking over their shoulders. Therefore, working remotely creates new problems for HR managers and companies. This articles shows you how to hire employees who are productive, self-starters to get projects done, are dependable and will not watch TV and play with their cell phones while on the job.
This articles shows you how to hire employees who managers and HR department need to monitor from a distance.
Slacker is a common word to describe a person who exudes laziness, lousy work ethic and a “I don’t care” attitude. They tend to avoid working, goof off a lot and also encourage other employees to avoid working and goof off. Managers and executives must do everything possible to avoid hiring slackers with a lousy work ethic and find productive and dependable employees. Your company and career depend on keeping slackers off your payroll and also hiring highly productive employees. Learn what to look for before you hire a slacker who is unmotivated and unproductive.
Only certain pre-employment tests help you avoid hiring liars. Sometimes called Pre-Employment Honesty Tests, but there is more to it than just a name. Some applicants try to appear “better or different” than they truly are. Sure, every applicant seeks to make a good impression. But applicants who go out of their way to deceive you can cause expensive problems if you hire them.
WARNING: Not all pre-employment honesty tests successfully catch liars. Learn why this happens in this insightful article.
Job applicants are skilled at fooling interviewers. When interviewing job applicants they often create a terrific impression. But, when you hire them, they fall far short of the terrific impression they made on you. Here are some unique techniques you need to learn right away in your process to assess job applicants.
How do you reject a job applicant? When hiring, your goal is to hire dependable and productive employees. What do you do when you don’t want to hire an applicant? Should you tell the applicant why you did not hire them. Here is a guide for you to use on your goal to hire the best & avoid the rest.
Why do managers hire lousy employees? I notice managers make four mistakes that result in hiring losers – employees they wish they never hired. I will help you avoid making these four hiring blunders.
Plus, I will reveal to you three guidelines and tests that will help you assess job candidates and hire dependable and productive employees.
Sales is the most important job in any company. Until someone sells something, no one else has a job – and your company cannot exist. Hiring productive Sales Reps proves crucial to your company’s growth. To hire the best Sales Reps, start by making list of your “superstars.” These individuals are Sales Reps who are both (a) highly productive + (b) low-turnover. This article shows you how to ‘hire the best’ Sales Reps using methods that include Sale Rep assessments.
Why should companies and businesses use pre-employment tests? There are many proven benefits for pre-employment testing. Learn about some important reasons and answers to the questions most managers and executives pose regarding employment tests benefits. Importantly, this article explains how pre-hire assessments helps you avoid some common hiring mistakes and reduce turn-over.
Pre-employment tests are assessments companies give job applicants to help hire employees who are productive, dependable + low-turnover. Not all tests are created with important research backing them up. Here’s what you need to know to make the right decision about pre-employment screening of job applicants.
Pre-employment test scores reveal the specific work activities that motivate a job candidate to feel highly motivated and be highly productive. Problem that I found is a widespread misconception about what motivates employees: Many managers incorrectly believe most employees are motivated solely by the amount of money they are paid. My employment testing research shows what “superstar” employees in each job and in each company are motivated by doing specific activities. This article shows you five main types of activities employees might do in their jobs and what motivated them.
Employee engagement impacts whether your organization’s productivity and profits increase or decrease. Companies with highly engaged employees experience higher profits, higher productivity and lower turnover. In contrast, companies with unengaged employees experience lower profits, lower productivity and higher turnover. Therefore, it is important hiring Managers to evaluate which job applicant will be productive and motivated in their job using employment tests. Pre-employment test help you assess employee engagement.
Work ethic is crucial when hiring. Companies grow when employees exhibit strong work ethic. But, companies waste a lot when they hire lazy bums or slackers.
It is important to hire employees with a good work ethic. Avoid hiring slackers and hire applicants who show up, work well and are productive.
Stop wasting time by using tests that measure integrity and good work ethic. Learn what specific types of pre-employment tests help you.
Certainly pre-employment tests help you assess what job applicants really are like under all the smoke-&-mirrors and tricks they use on hiring managers. Job applicants put on a show to impress you. It’s drama. It’s theater. It’s designed to fool you into mistakenly thinking the applicant is wonderful so you foolishly make a job offer. One solution is to test job applicants to avoid falling for tricks they use in the hiring process.
Let’s expose tricks or games job applicants use to make you think they are wonderful during the entire hiring process, Avoid falling for tricks applicants use connive you.
Here are six tricks applicants pull on you during evaluation process.
Many Managers know ‘The Cost of Everything’. But The Actual Financial Value of Nothing. Some investors buy a cheap stock rather than pay more to buy stock of a good company that will increase in financial value. Similarly, some hiring managers are too cheap to use employment hiring tools that increase their likelihood of hiring applicants who become productive + profitable employees.
Learn how to enhance you Human Resources Department into a human resources profit center now. Here is how you build your HR Profit Center and your Return-on-Investment with pre-employment tests.
Awful Phrases Used by Job Applicants You Should Not Hire. You can hire the best when you accept this fact: Words have meanings. And words a job applicant uses reveals how that person will think, feel, and act if hired by you. When interviewing job applicants be aware that some words they use are actually warning signs. Here are nine words and phrases that spell trouble if you hear them when you interview job applicants.
Some managers use pre-employment tests to obtain certain astute insights. However I discovered hiring games managers play. I found a shocking realization to help you avoid a huge hiring mistake – avoid hiring ‘a square peg for a round hole.’ Some managers try to fit-in a job applicant even though they are different from their super-star employees. Learn about the hiring games managers play that result in employing losers.
Job applicants often are highly skilled at fooling interviewers. They create a terrific impression. But, when you hire them, they fall far short of the terrific impression they made on you. Interviewing should be the third step in your hiring process. Before interviewing anyone, make sure they do well on (1) Bio-Data and (2) Pre-Employment Tests. Then, interviewing will be the next, or third step in your applicant assessment process.
To help you avoid getting fooled by job applicants you interview, here are several insights and techniques you can use.
You need to hire the best employees. You undoubtedly have hired some employees who were losers. In other words, you hired some “underachievers” you would have been better without. Or maybe you have the curse of hiring only “average” employees – people who are average in productivity and average in producing profits. How do you avoid these hiring problems? This articles reveals to you the top hiring mistakes and what to do to employ great employees.