Pre-employment personality tests plus a few other methods help you hire employees who have wonderful work ethic. You can use these techniques to put hard-working, productive people onto your workforce.
WHAT IS TERRIFIC WORK ETHIC?
A person with a good work ethic
+ shows up – on-time everyday
+ puts in day’s work + more everyday
+ completes assignments
+ asks for more work after finishing assignments
+ increases your company’s 2P’s: Productivity & Profits
WHAT IS PERSON WITH LOUSY WORK ETHIC?
An employee with awful work ethic
- lazy bum, “slacker”
- does not show up
- calls-in “sick” although not sick
- uses all “sick days”
- avoids doing work
- goofs-up work and does not care
- acts entitled
- complains a lot
- uses cell phone when boss not looking
- decreases your company’s 2P’s: Productivity & Profits
2 PRE-EMPLOYMENT TESTS HELP YOU ASSESS APPLICANTS’
Two types of pre-hire personality tests help predict if applicant may become a hard-working employee:
1. Behavior test
2. Dependability test
Using pre-employment Behavior test, start by benchmarking your best employees who display terrific work ethic. Do this for each job. To benchmark, have your best employees take the test. Their scores become your company’s “benchmark” test scores for each job. Then, when applicants take the pre-employment personality test, you can (A) prefer applicants getting same test scores as your best employees and (B) decrease considering applicants whose scores differ much from your best employees’ benchmark scores.
Doing this pre-employment personality test benchmarking is good for skilled, professional and management jobs. Use dependability pre-employment test for lower-level, unskilled and semi-skilled job.
Warning: Do not use benchmarks based on “national norm.” For instance, the pre-employment personality test’s “national norm” for a particular job most likely differs from your company’s customized benchmark for that job.
A Dependability pre-employment test includes scale measuring Work Ethic. So, you will get a score telling you the applicant has a lousy or moderate or strong work ethic. You will consider a person with lousy work ethic high-risk. An applicant with strong work ethic is low-risk – someone you may decide to hire.
OTHER METHODS TO ASSESS WORK ETHIC
Look at work history. Does the applicant have career showing increasing responsibilities?
In interviews, see if applicant acts enthused for doing the job, and not solely getting a paycheck. Ask applicant for measurable results achieved, plus names of boss who can verify each result.
Also, ask this artfully vague question: “After you finish your work, what do you do?” A strong work ethic person’s answer will include asking for more work or offering to help co-workers. A lazy bum will interpret the question differently, and talk about non-work activities.
HIRE PEOPLE WITH TERRIFIC WORK ETHIC – & DO NOT TRY TO CHANGE LAZY BUMS
I heard about two books relevant to work ethic:
(1) “Reviving Work Ethic” and (2) “The Power of Habit.”
I recommend the following to help increase your company’s productivity and profits.
First, do not waste time “reviving work ethic” of a lazy employee. It proves immensely more profitable to (1) de-employ lazy bums, rather than “reviving” slackers, and (2) hire replacements possessing terrific work ethic never needs “reviving.”
Second, work ethic is a habit. Make sure you hire people who possess “habit” of powerful work ethic.
USE PRE-HIRE PERSONALITY TESTS TO HIRE HARD-WORKING EMPLOYEES
Invest your time and resources in absolutely fabulous employees. They show up every day, work hard, and increase your company’s productivity and profits. Avoid hiring or retaining lazy bums who act entitled, and want a paycheck without working for it.
Pre-employment personality tests – behavior and dependability pre-hire tests – help you identify which applicants have lousy or moderate or strong work ethic. Use pre-employment tests and other methods to hire applicants possessing terrific work ethic.
COPYRIGHT 2012 MICHAEL MERCER, PH.D., www.MercerSystems.com
Michael Mercer, Ph.D., authored the book “Hire the Best & Avoid the Rest(tm).” Dr. Mercer created 3 pre-employment tests that companies use to assess job applicants’ behaviors, mental abilities, and dependability. He also delivers speeches and seminars at companies and conferences. Subscribe to his newsletter, and learn about the 3 pre-employment tests at www.Pre-EmploymentTests.com