Warning: Only put people in your training program who are ultra-likely to complete or “pass” the program – and then will stay with your organization.
More companies are creating and operating training programs or apprenticeships – mainly to train people for jobs requiring technical skills.
Reason: There is shortage of people possessing crucial technical skills, including
* “blue-collar” technical skills – e.g., equipment maintenance, welding, and more
* “white-collar” technical skills – in computers, healthcare, laboratory work, and more
This problem is compounded by retiring employees who (a) possess technical skills,
(b) remained in same company 20-40 years, and (c) are retiring. They stayed so long that companies did not train technicians to replace them.
IMPORTANT: HIRE TRAINEES WHO WILL BOTH SUCCEED & STAY
I delivered a speech at a huge training conference. The room was filled to capacity with training directors from across North America.
I got a huge audience response when I said this: Do NOT try to train people who never should have been hired and put in your training program!
Specifically, it is an expensive waste to put people in your training program who might
a. be too stupid or lazy to “pass” your training program
b. drop out
c. get kicked out
d. leave your company after you pay for their training
Most training programs cost a lot per trainee.
Question:
Financially, how much is one graduate of your training program worth to your company?
Answer: Financially, vastly more than your training program’s cost!
So, if a trainee fails or drops out or gets kicked out or finishes training and departs your organization, your training investment was 100% wasted. Plus, your company loses business opportunities due to not having another trained employee. Then, your company has too few qualified technicians, which harms business growth opportunities.
3 STEP METHOD TO HIRE APPLICANTS WHO ARE WORTH TRAINING
From my experience helping many organizations select the right people for their expensive training programs, I created a three-step hiring method to select applicants likely to
+ successfully complete training program
+ not turnover – stay long-term with the company
Recommendation: Only consider hiring applicants who earn high ratings on all three steps.
Last time we discussed STEP #1: BRIEF INITIAL SCREENING INTERVIEW (BISI)
Today, let's discuss Step 2: STEP #2: PRE-EMPLOYMENT TESTS
Give pre-employment tests to applicants who do well on BISI (Step #1). Pre-employment tests are created via years of scientific research. Well-researched tests are the best proven method to predict if an applicant may succeed on-the-job. To start, your best employees in the job take the tests. Their scores become the job’s benchmark test scores. Then, test applicants. You would prefer applicants who get same test scores as your best employees.
Two pre-employment tests you should use:
* behavior or personality tests – on interpersonal skills, personality traits,
and motivations
* mental abilities tests – e.g., problem-solving, verbal skills, arithmetic, and handling
small details
For certain jobs, you also should administer pre-employment dependability test – so you can evaluate applicant’s honesty, work ethic, safety, stealing and substance abuse concerns.
For more information, please go to http://www.pre-employmenttests.com
Step 3 next time.
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