Looking for Ways to Save Money for Your Business? Get Scientific With Your Hiring

IRVINE, Calif., Aug. 15, 2011 /PRNewswire/ --In these rocky economic times, companies could save a great deal of money if they only approached their hiring in a more scientific way.

As a consultant who helps companies put in place better hiring procedures, Katherine Graham-Leviss, www.xbconsulting.com, and author of The Perfect Hire: A Tactical Guide to Hiring, Developing, and Retaining Top Sales Talent , has found that companies both large and small have their hiring managers looking at job candidates' technical skills and experience. What they ignore are the soft skills and problem-solving skills that are the difference between a mediocre and a stellar worker.

An evidence-based assessment system would solve this problem.

"Most business owners think assessments are for large companies, or are too expensive. What they don't understand is the expense pales in comparison to the time and money they are wasting on people who aren't producing," Graham-Leviss said.

"Business managers find out too late that the sales people don't have negotiation skills, can't manage their work properly or can't put a presentation together. Whatever those things are that are defined in the job; they aren't capable of doing them."

Graham-Leviss says there are number of factors businesses should look at when hiring a firm to set up an assessment system:

• Is there a benchmarking component? The assessment system should include a benchmarking component to help you define the skills and abilities most important to the job.
• Is it validated and tested for selection and development?  There should be validation studies showing that the tool is reliable and valid.
• Does it comply with professional and legal requirements in order to minimize risk? The tool should be validated according to American Psychological Association, Society for Industrial and Organizational Psychology, and Equal Employment Opportunity Commission standards.
• Does it measure multiple areas?  Just by measuring one or two areas, you can't get a complete picture of a candidate.
• Does it include interview questions for hiring managers?  The benchmarking component should tailor interview questions. An assessment system needs to be part of the process, not the whole process.
• Can you compare multiple candidates? Most good systems should allow you to push a button to see comparison charts.
• Does the data contain a retention and development focus? The assessment system should allow you to set up a plan for improving the new worker once he or she is hired.  

Kathi Graham-Leviss is the founder of XB Consulting, an executive coaching and business consulting firm and developers of the XC InSight assessment solution. As a trusted resource, XB Consulting excels at measuring human performance potential and helps companies identify and retain high-potential employees. Author of The Perfect Hire: A Tactical Guide to Hiring, Developing, and Retaining Top Sales Talent, Graham-Leviss is also a sought-after keynote speaker.

SOURCE Entrepreneur Press

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