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 Hire faster, retain talent longer. "No more lengthy interviews for me, yet my employees are the envy of my competitors". THE RACE IS ON In today's speed-of-light work environment, you need a quick, reliable tool to skim the cream from the talent pool. Given the high cost of hiring and training, it's crucial to get it right the first time. Let Ann Mahony discover the talents and aptitudes of your people, then capitalize on their strengths to maximize results with both people and profits. RESUME ROULETTE Studies show: Interviews = 14% valid References = 26% valid Previous Experience = 18% valid 40% of applicants are known to lie on resumes Yet hiring decisions are still based on interviews, references and resumes. Finally - here's a way to cut to the gut level personality, and hire the right candidate. WE NEED FROM YOU 1. A Job Description *Professional criteria Talent, expertise, experience *Personal criteria Personality, temperament, people skills 2. Handwriting Sample of the prospective employee THE JOB DESCRIPTION Most job descriptions focus on the hard skills - experience, education, etc., but when it comes to personality, employers say they rely on gut instinct claiming they'll "know it when they see it". Gut instinct is great, but have you ever been fooled? When there's a gap between employer expectations and employee performance, the problem often occurred in the hiring. A few minutes spent clarifying your expectations, (often assumed but unexpressed) can save headaches down the line. Consider your needs in both areas - professional and personal. After all, it's the personality that comes to work every day, not the glowing resume. For example, when you list "intelligence" as a desirable trait, what do you mean - someone who can memorize volumes of information? or street smarts? There is a difference between intelligent and clever. OBTAINING THE HANDWRITING SAMPLE A half page of writing or more, with a signature is preferred. In an effort to obtain a spontaneous sample, you may wish to obtain the writing prior to informing the candidate you use graphology. (You are under no obligation to reveal that you utilize graphology in your hiring process. Handwriting analysis is not a violation of privacy.) What should the candidate write? Pose questions that will provide insight into his/her attitudes or work style. For example: · Describe the best boss you ever worked for and why. · What career mistake has taught you the biggest lesson? Or target questions to unearth the specific skills you're seeking. For example: · Tell me about a time when you broke the rules, flexed a policy, or went above and beyond to meet a customer's need. (entrepreneurial initiative, customer-focused) A candidate may only print. We'll work with whatever sample you're given. Have them sign their submission to insure correct identification later. Please do not hesitate to call the office if you have any questions.
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