As you look back at previous hires, you may be wondering how you could have better predicted how well some of the employees’ performance was tied to their personal behaviors? Employees are mysterious creatures, capable of either making a company successful, or creating havoc on the job. Oftentimes, its HR managers who are left to clean up the mess and find replacements when an employee chooses the wrong behaviors. What is there was a way to see into the future with candidates?

The good news is that there are resources available that can help hiring professionals make better decisions in choosing suitable candidates. Behavior is a significant factor that can cause a business to succeed or fail, so it’s up to human resources pros to get it right. That’s why behavioral fit assessments should be in every HR department’s arsenal of tools.

What are Behavioral Fit Assessments?

In a nutshell, behavioral assessments evaluate how candidates may react to certain case scenarios on the job. This is based on their individual personality type and compared to those of the most successful employees for specific job types. Candidates are asked to answer a series of questions and choose from a list of available personality traits. These are then measured according to scientifically generated charts, which show each candidate’s unique personality type.

Are Behavioral Fit Assessments Accurate?

When behavioral fit assessments are done properly, they can be amazingly accurate. How well a candidate matches a specific job type can be an indication of how well he or she will be suited for a certain kind of job. For example, candidates who function well under stress may do better in high-pressure management roles, while those who do not could “snap” when pushed to their limits. The candidate reports demonstrate how closely matched a candidate is to certain jobs, so that hiring managers can decide who is a good fit and who should be considered for alternate assignments.

Candidates are generally wise to the use of personality tests so they try to answer questions the “right” way in an attempt to fool assessments. However, when you use a high quality Kenexa behavioral fit assessment test, which uses a series of confirmation questions and choices, you won’t get skewed results. This stumps most candidates, which makes behavioral fit assessments a great way to update your current pre-hire screening tests.

You want to hire the best possible candidates for the job, so why not include behavioral fit assessments into your recruiting strategy? The tools are easy to use, the assessments are non-threatening and quick to complete, and the results are excellent. Use behavioral fit assessments from Stanley Staffing to better manage your recruiting duties, and enhance the performance of candidates you choose to work for your company.

You’ve found the “perfect” candidate for the job, but you’ve noticed there’s been a lot of turnover in this particular assignment. Could it be because you have a different work culture that makes it challenging for new hires to fit in? Or perhaps you are just not picking the right candidates in the first place, because you don’t know enough about them?

There could be a million reasons why someone may not be suitable for your company, and cultural fit assessments do an amazing job helping you hire people who will last in your company culture. Let’s take a look at how cultural fit assessments may help you reduce employee turnover.

An Inside Look at Cultural Fit Assessments

Cultural fit assessments look at each candidate from the standpoint of whether or not the person has the ability to blend in with others in a work setting. Instead of just evaluating skills and experience, a cultural fit assessment looks at the candidate’s values and past behaviors as indicators of success or failure in your corporate culture. Fitting in with peers is an important aspect of longevity in a work environment.

Because each company has a unique mission statement and values, candidates may not always fit in, even if they have great personalities and work skills. Very often, work environments can become burdensome to employees who do not know how to handle the little quirks that come with them. For example, some companies have CEO’s who interact with employees at all levels, while others have a hierarchy of managers that can make things difficult. Not all employees can fit into workplaces like these all the time.

Cultural fit assessments also look at things that are in a candidate’s background, such as the kinds of work environments in which they’ve thrived in the past. There are many employees who do well in casual environments, or work well with all age groups. There are also many who fit in better with a mature crowd, with steadfast rules for every aspect of work. How a candidate has been able to work the best in previous assignments is a part of every cultural fit test.

The values that a candidate has can also affect the type of work he or she is best suited for. We cannot all be managers, nor can we all be subordinates. Some employees do better in work environments where they can advance quickly up the ranks, while others prefer to stay in one type of job for a longer period of time. Either way, the cultural fit assessment can help shed more light on what makes some candidates better suited for specific company assignments and work teams.

Overall, cultural fit assessments can be a powerful recruiting tool to use that can decrease employee turnover, and increase successful placement of candidates. It can help to predict employee satisfaction and performance, which can improve the bottom line. Contact Stanley Staffing to find out more about using cultural fit assessments when placing new employees to work for your company.

Prior to hiring a candidate, it pays to learn more about them than what their applicant says. Candidates that have all of the right training, experience and education may still be missing some of the most important skills to be successful in your position. Soft skills are one of the most important skills to have and they do not transfer well on applications. Characteristics like these, though, are essential to investigate prior to hiring anyone.

Key Characteristics to Focus On

Job fit assessments are tests hiring managers can provide to prospective individuals to determine if they have the right skills for the job. Things like the applicant’s thinking style and behavioral traits can make a big impact on the individual’s success within the company. Applications do not translate details such as a person’s occupational interests well, but these job fit assessments can do a fantastic job of doing just that.

What Is a Job Fit Test?

A job fit assessment does not take a lot of time or effort on behalf of the employer. The test is a tool that helps to understand the soft skills of the applicant. There is no real way for the applicant to prepare for such a test – the ultimate goal is to learn if the applicant has the ability to fit into your job. These tests can measure the following types of skills.

• How well does the applicant follow the rules? Is he or she willing to deal with change easily? How much structure does the applicant require within the job’s daily tasks?
• Is the applicant a team player? Does he or she collaborate well with others? How competitive is the applicant?
• The assertiveness of the applicant is also vital to understand. How does he or she handle making decisions? How willing is the applicant to take direction and criticism from others? Can he or she close the sale?
• How is the individual’s communication? Does he or she have the ability to communicate well – in both listening and speaking skills?
• Some tests will also measure the cognitive skills of the individual to ensure this is a fit for the company.
• Does the individual have good time management stills? Can he or she manage details effectively? How organized of the individual?

Job fit assessment tools help the hiring manager better to understand the whole applicant. By understanding what the applicant truly has to offer to the business, it helps cut down on turnover and increases productivity. As an HR professional selecting the right employee is essential to your job. However, there is more to consider than just what the paper application has to say. With a job fit assessment, this information becomes clear. You can clearly see who is a better fit for the position and who may be lacking the soft skills necessary to perform well.

Learn more about job fit testing when you call on the candidate recruitment experts at Stanley Staffing.

Wouldn’t it be helpful if you could tell in advance what kind of performance an employee may have, before making a hiring decision? Well, in the world of HR, it is possible! This is thanks to assessment tests, which are administered during the candidate interviewing and screening process. These assessment tests are designed with one thing in mind – to help hiring managers make better, more informed decisions about the candidates being offered employment, based on their unique qualities.

While assessment tests have been around for a few years, none are as effective as those found today. We will review the most common types of assessment tests, so that you can make the best decisions about the folks you may be hiring this year.

Job Fit Assessment Tests

This assessment test is based on each candidate’s skills as they relate to specific tasks for certain job types. For example, if you wanted to hire a mechanic, you would be looking for skills pertaining to the use of hand-eye coordination, reasoning ability and physical strength. Job fit assessments are often used by staffing agencies to determine suitability for specific assignments. The job fit assessment model can quickly and accurately maximize any hiring manager’s ability to choose candidates with skills that are closely aligned to job tasks.

Cultural Fit Assessment Tests

Employee success in specific work cultures is also an important determining factor when placing candidates for employment. Cultural fit assessment tests help hiring managers determine if candidate values match those of the company mission statement and values as a whole. This can help to predict if employees will quit early on, or fit in well with the company culture and other staff members for a longer period of time. This is critical to know because employee turnover can become expensive to manage.

Behavioral Based Tests

How an employee may behave in specific situations that can and will arise on a job is also important to know in advance. Behavioral assessment tests measure this based on case scenarios that are presented to candidates. Use behavioral assessments to find out how an employee may perform under certain job stresses. This can also be a valuable tool to identify areas for improvement in candidates, who may show potential for growth in a specific industry.

Knowledge Based Testing

Having staff onboard that are knowledgeable about the subject matter at hand can help your organization stay ahead of competitors. Knowledge based assessment testing allows you to peek into the brains of your candidates, quizzing them on topics as they pertain to technical skills. Use these tests to find out if candidates are telling the truth about their GPA, and avoid hiring people who don’t have what it takes to work at higher levels.

Personality Assessment Tests

Much like behavioral assessment tests, personality assessments allow you to see how candidates may react and cope with specific challenges on the job, in advance of hiring them. Personality is an important factor and can often determine how well as person may get along with others, perform work tasks, and accept responsibility for work habits. Personality can also be a key indicator of leadership ability.

As with any type of candidate assessment tests, you decide to use in your recruiting activities, never use them as the sole source of information in your hiring decisions. Instead, use assessments to supplement other recruiting activities, such as checking references and running background screening tests. Tryst the experts at Stanley Staffing to conduct the right assessments so that you have access to suitable candidates for upcoming assignments.

Need a way to get smarter in terms of your hiring and recruiting efforts? One of the best tools available to HR recruiters is that of the “Super 7” employee personality system. Stanley Staffing’s “Super 7″ assessment strategy is based on research by Kenexa, a leading HR consulting and employment software company. When you use this innovative performance assessment tool, you can improve the way you select employees so that they are a better fit.

This week, we are talking about the #4 Key: Self Control

Having a strong sense of self-control is a positive personality type for candidates, especially those who lean towards management roles. Candidates who show a disposition towards self-control are generally good at dealing with high levels of pressure and stress on the job, because they are used to taking responsibility for their actions. This means being pro-active and taking initiative to get the job done right to avoid conflict.

Candidates who have self-control are generally those who like following a specific set of rules. These folks can cope with the many demands of work, especially in high pressure assignments that are time sensitive or client facing. Self-control is a positive quality for those who work directly with the public or have a great deal of contact with the public as a rule. Those who cannot handle stress well end up in less demanding assignments, or work behind the scenes.

Typically, you will encounter candidates who have a desire to serve the public or whom have been in the military service, in this personality category. This is due to exposure to being put into positions of having to have self-control under difficult conditions. Look for candidates in this personality type if you need someone reliable and steady about the way he or she works.

One word of caution when placing candidates with strong self-control is that they very often have trouble shifting gears from one task to another. Candidates in this range of the Super 7 tend to like work that is based on a clear set of rules or guidelines, in which they flourish in any environment. Want more tips on how the Super 7 performance model can help you make smarter hiring decisions…and greater productivity in the workplace? Come back next week as we discuss Key #5: Biodata!

Searching for a solution to become smarter with your recruiting and hiring approach? Looking for an opportunity to use the best HR tools to end up with great employees? Then it’s important that you keep learning about the “Super 7” employee personality keys.  Stanley Staffing’s “Super 7″ assessment strategy is based on research by Kenexa, a leading HR consulting and employment software company. When you use this innovative performance assessment tool, you can improve the way you select employees so that they are a better fit. By understanding how candidates think and behave, you will better understand how this all effects on the job performance factors. This knowledge alone can make you a smarter recruiter, and it can help you create a more productive workplace.

This week, we are talking about the #3 Key: Initiative.

Initiative is an important personality trait in candidates, especially in team settings. Those who take initiative are generally confident in their skills enough to take charge of the work they do. People with initiative are motivated, great at leading others, and adaptable during periods of transition. They are also superior problem solvers, often seeing things in an alternative way to prompt others towards bigger and better solutions.

Taking initiative works well in small groups and well-managed teams of people who have mutual respect for each other’s talents. In many cases, candidates who have initiative will seek out others who also possess this trait to form matched pairs of teammates. This can work well when there are projects that need a level of accountability, as well as in mentoring circumstances. Those who have initiative can also make good managers if they also have the willingness to allow others to show initiative as well.

When candidates are identified as possessing strong initiative qualities, there is also a side of this trait that will require a little more management at times. Sometimes employees with too strong of a sense of initiative may “bump heads” a little on topics because of a natural competitive nature that often comes along. Those with initiative may also find it difficult to get their ideas across to others, and they will get frustrated when others don’t follow directions.

If you are evaluating the personality of candidates and find that initiative comes up in the top of the results, you can pretty much be sure that this candidate will be a go-getter, and someone who can bring value to the organization. Looking for more tips on how the Super 7 performance model can help you make smarter hiring decisions…and greater productivity in the workplace? Come back next week as we discuss Key #4: Self Control!

Do you want to be smarter with your hiring strategy, to get the best employees? Then you must learn about Stanley’s “Super 7” employee personality keys, based on research conducted by Kenexa, a leading HR consulting and employment software company. This innovative employee performance assessment can transform the way you make hiring decisions. Once you understand how candidates’ personality types affect actual performance on the job, then you can make smarter hiring decisions overall – leading to a more productive, balanced workplace.

This week, we are talking about the #1 Key: Dependability.

Being dependable means a candidate will be more prone to take responsibility for doing a great job on a daily basis. Dependability is more than just getting work done, it’s about reaching for higher levels of achievement. Employees who possess dependability are usually in the top level of performers because they “own” their jobs and the duties therein.

Dependability makes it to the number one spot on the Super 7 because it is the top reason why employees are successful at work. Dependable employees come to work on time every day, ready to work and face the day’s challenges. They combine high work ethics with the need to be validated by the work they perform.

Dependability also means wanting to be perceived as valuable by the company. This means if you want to hire and retain your top performers, you will have to make sure that candidates are asked about this value, then make sure there is a feedback system in place to keep them on board. When a dependable employee says he is going to do something, it will get done and on time as well.

On the flip side, to attract dependable candidates for key positions within your corporate culture, or that of your clients, it’s critical to provide a work environment that’s conducive to this nature. Dependable people like to work for other dependable people, and nothing grates on their morale like an unstable company or poor leadership from upper management. Provide plenty of incentives to keep your dependable employees engaged, for the best results.

Want more tips on how the Super 7 performance model can help you make smarter hiring decisions? Come back next week as we discuss Key #2: Concern for Others!

Can someone’s unique personality be a key indicator of his or her ability to perform well in a given career? Kenexa, a leading HR consulting and employment software company, thinks so. By using a renowned performance assessment system, Kenexa has identified 7 personality traits that can be the key to successful recruiting initiatives for smart hiring managers everywhere.

In an independent study, conducted by Kenexa, over 4,000-call center representatives were tested, from all major industries including health care, sales, finance and more. The results were provided to Kenexa, who then detected personality traits that are common among leaders and high performers. Knowing this is important when selecting candidates for each job type.

The Super 7

At Stanley Staffing, we have coined the phrase “The Super 7″ and incorporated this extensive research into our screening and hiring programs.  Each week, we will be reviewing a new personality key that can unlock a strategy for more successful recruiting efforts. For now, let’s briefly take a look at “The Super 7″ and see what these personality keys are:

Key #1 Dependability – It goes without saying, but an individual who is dependable is someone who takes a great deal of responsibility and pride in personal achievement. Bring dependable makes great leaders too, as people look up to those who do what they say they will do.

Key #2 Concern for Others – Having compassion is a trait that most high performers have, unless they are completely narcissistic by nature. The leaders of the world make sure that not only is the company in good shape, but also the community in which work takes place.

Key # 3 Initiative – Top performing employees are those who take action and think outside of the box when it comes to problem solving. Leaders naturally do their best to take the lead, so it should not be surprising that one of the key indicators of success is being an initiative-driven individual.

Key #4 Self-Control – It takes a lot sometimes to keep your cool or make sensible decisions, particularly when under a great deal of stress. However, one major key of being a top performing employee is possessing the ability to take responsibility for self-control in all situations.

Key #5 Bio-data – This relatively groundbreaking area of employee performance assessment has to do with the body’s response to certain stimuli and environmental stressors. How the body responds, and how well an individual controls this response is measurable via bio-data. Positive results mean more in-control employees.

Key # 6 Situational Savvy – Obviously, being able to handle the challenges of the workplace and mastering subject areas is an important key personality trait of the best employees. While this can be earned over time and experience, being able to transfer this experience to actual work situations is critical for success.

Key #7 Cognitive Ability – Being smart doesn’t necessarily mean having the IQ of Einstein, but it does take having a brain that functions well, particularly in challenging situations. Cognitive ability in top performers means professionals who can learn new skills and use them on the job successfully.

Want to learn more about applying the Super 7 to your recruiting and employee performance strategy? Come back next week as we dive deeper into Key #1: Dependability to reveal more about smart hiring!  Or contact Stanley Staffing today and we would be happy to offer additional insight into these amazing hiring assessment tools.

Candidate A had the exact skill set the company is looking for. He nailed every interview question. He shared specific examples of how his skills and experience can be applied in this position. He left feeling confident.

Candidate B had most of the skills needed. He stumbled on one or two questions but overall did well. He explained how his experience could help him be successful. He left feeling a bit unsure how the interview went. And two days later he got the job.

What I didn’t tell you hear is that Candidate A showed up to the interview in wrinkled pants, a short sleeve shirt and uncombed hair. Candidate B showed up in a suit and tie and was neatly groomed. The simple truth is that your appearance has a big effect on first impressions. If you really want to nail a job interview, not only do you have to be prepared, but you have to dress the part. When in doubt, follow these suggestions:

Interview Attire Basics for Men and Women

• Conservative two-piece business suit (solid dark blue or grey is best)

• Conservative long-sleeved shirt/blouse (white is best, pastel is next best)

• Clean, polished conservative shoes

• Well-groomed hairstyle

• Clean, trimmed fingernails

• Minimal cologne or perfume

• Empty pockets no bulges or tinkling coins

• No gum, candy, or cigarettes

• Light briefcase or portfolio case

• No visible body piercing (nose rings, eyebrow rings, etc.) or tattoos

Men’s Interview Attire

• Necktie should be silk with a conservative pattern

• Dark shoes (black lace-ups are best)

• Dark socks (black is best)

• Get a haircut; short hair always fares best in interviews

• Fresh shave; mustaches are a possible negative, but if you must, make sure it is neat and trimmed

• No beards (unless you are interviewing for a job as a lumberjack!)

• No rings other than wedding ring or college ring

• No earrings (if you normally wear one, take it out)

Women’s Interview Attire

• Wear a suit with a jacket and skirt or slacks; no dresses

• Shoes with conservative heels

• Conservative hosiery at or near skin color (and no runs!)

• No purses, small or large; carry a briefcase instead

• If you wear nail polish, use clear or a conservative color

• Keep your makeup simple and natural (it should not be too noticeable)

• No more than one ring on each hand

• One set of earrings only

Companies continue to search for new ways to become more nimble and thrive in a tough economy. In Part 1 of this series we shared three ways companies are using staffing to contain costs, reduce risks and increase flexibility.

Today, I’d like to share a few ideas to help you save time and grow your business:

Saving Time
Time may be the most precious commodity in business. The time you spend finding and administering employees is time away from critical job concerns. Staffing firms can relieve your hiring and managing burden.  Staffing companies that offer direct placement services can substantially reduce or eliminate the time you spend advertising, screening, interviewing, testing, and reference checking.  Because staffing firms have access to temporary employees with the skills you need, you’ll spend less time training new personnel.

Often, staffing companies have training programs their temporary employees can use to sharpen their skills before they begin their assignment with you.  When you use temporary employees, the staffing firm is responsible for the time-intensive tasks of processing and administering payroll and benefits.  Outsourcing non-critical departments or activities to a staffing company with the necessary expertise can free up your employees’ time and lead to improved performance

Growing your Business
Businesses either grow and prosper or stagnate and fail. Staffing can play an important role in facilitating new growth concepts and supporting demands created by an organization’s success.

Before you commit to hiring direct staff to implement a new concept, you can test your idea with temporary employees. These temporaries can assume a direct role, or they can fill in for your staff members involved with testing the new idea.

A staffing organization can act as an adjunct to your human resources department. By taking the time to learn and understand your business, they can help you recruit temporary employees and direct hires who will succeed in your work environment.  Staffing firms allow you to bring in the expertise you need on a short-term basis. These experts, especially temporary technical and professional staff, can also teach new skills to direct employees in your organization.

If you would like more ideas on how to save time and grow your business please give us a call.