Pre-Employment Testing & Hiring Expert Blog - Dr. Mercer

PRODUCTIVE, LOW-TURNOVER EMPLOYEES ARE DISCIPLINED PEOPLE - How to Assess Job Applicants’ Discipline Level: Part 2

Managers seldom talk about how good employee are people who use discipline.  They often feel it sounds to say employees need discipline.  In fact, employee discipline comes up in conversations only when an employee breaks company policies, and gets disciplined. 

But, my research benchmarking pre-employment tests for hundreds of jobs in hundreds of companies consistently finds companies’ best, most valued and productive employees practically always are very disciplined on-the-job.  

Last time we discussed how 'PRE-EMPLOYMENT TESTS RESEARCH REVEALS EMPLOYEE DISCIPLINE IS CRUCIAL'

Briefly, Pre-employment personality and intelligence tests are used by companies that want a scientific method to evaluate applicants.  Such pre-hire tests or assessments predict which applicants possess qualities similar to a company’s best employees.  Valued, superstar employees are both
>  Highly Productive
>  Low Turnover  

Today we will discuss...OTHER WAYS TO ASSESS HOW DISCIPLINED JOB APPLICANT IS

In addition to employment personality tests, you also can use other methods to see if a job candidate may be a disciplined person. 

To do such evaluation, remember a comment I wrote in my third book, “Hire the Best & Avoid the Rest(tm)”:

“Whatever  behavior you see from an applicant during your screening process is likely the very, very best behavior you ever will see from that person.”  

So, give the applicant some assignments or homework to do as part of the applicant screening process.  For example, if you let applicant take pre-employment personality or intelligence tests online from her/his home, tell candidate definite deadline to complete taking test.  Then, see if applicant meets that deadline.  

Another example is for you to give the applicant a work simulation:  Give the job candidate materials and information to complete tasks similar to tasks the person would do on-the-job.  See if the applicant does that in disciplined, orderly, and organized manner. 

Also, if you want to talk with the applicant again on the phone, schedule specific day and time for applicant to call you.  Then, see if candidate calls you that day at the precise time you specified.  

HIRE DISCIPLINED EMPLOYEES USING INSIGHTFUL ASSESSMENT METHODS

Pre-employment testing research shows companies’ best, most valued employees are disciplined people.  They (1) follow rules, (2) focus on achieving specific work goals, (3) react to pressure with poise, and (4) optimistically focus on solutions rather not problems.  

These are the types of employees are (A) highly productive and (B) low turnover.  

So, use applicant assessment methods to predict if a job candidate may become a terrific employee.  These candidate evaluation methods include pre-employment tests, pre-hire homework, work simulations, and seeing if applicant follows your instructions.  Such assessment methods help you hire disciplined employees who help your organization increase productivity and profits. 

Please visit www.pre-employmenttests.com for more information. 

EMPLOYEE ENGAGEMENT MADE EASY

Employee engagement is a big topic in management periodicals.  Strongly engaged employees are said to prove more productive and loyal than low engagement employees.  Plus, surveys claim a bigger percentage of employees feel low engagement with their jobs and employers.   It is hard to tell if employee engagement is something new, or simply a phenomenon previously called something with a less captivating phrase.   Regardless, here are five actions you can do to increase employee engagement.

Last time we discussed the following Actions:

ACTION #1 = HIRE ENGAGED EMPLOYEES

ACTION #2 = SET CLEAR PRODUCTIVITY & BEHAVIOR STANDARDS

ACTION #3 = GET RID OF EMPLOYEES WHO DO NOT MEET
                         PRODUCTIVITY STANDARDS & BEHAVIOR

ACTION #4 =
PUBLIC EXECUTION OF UNDERACHIEVERS WHO SHOW LOW
   EMPLOYEE ENGAGEMENT

And today, my final recommended action:  Action #5.

ACTION #5 = CELEBRATE WHEN MINIMALLY ENGAGED EMPLOYEES LEAVE

Go into the department where that low employee engagement person worked.
Their department colleagues realize that underachiever was a goof-off or lousy employee.  Hold a celebratory snack or meal with everyone.  At the celebration,
a company executive should give a brief speech congratulating and thanking the engaged employees for their productivity and contribution to the bottom line. 
Also, the executive briefly should list reasons it is wonderful when a co-worker
with low employee engagement leaves your company.

Note:  Such events will become company folklore.  Future employees will hear about this.  That is terrific, because the employees will carry on your company’s culture which includes strong employee engagement. 

SUMMARY OF EMPLOYEE ENGAGEMENT MADE EASY

First, use pre-employment tests to hire people who are likely to enjoy being highly engaged, productive employees. 

Second, set clear productivity and work behavior standards you expect from employees. 

Third, fire or terminate employees who underachieve.

Fourth, make sure all employees know reason you terminated underachievers who showed low employee engagement.

Finally, celebrate when you get rid of employees who exhibit weak employee engagement.

The pre-employment tests in hiring plus the other four actions will result in your company profiting from your corporate culture that insists on terrific employee engagement. 

Michael Mercer, Ph.D., is the researcher and creator of all 3 “Forecaster(tm) Tests”
– pre-employment tests:  (1) “Dependability Forecaster(tm) Test,” (2) “Behavior Forecaster(tm) Test,” and (3) “Abilities Forecaster(tm) Test.”  Dr. Mercer also is author of 6 books, including “Hire the Best & Avoid the Rest.”  You can call Dr. Mercer’s office at (847) 382-0690, or you can read about the 3 pre-employment tests and 6 books at www.Pre-EmploymentTests.com