Lately, a lot of job hunters are unemployed and out-of-work. They were laid-off or fired for many reasons. So, many long-term unemployed people apply for jobs.
But, how do you determine if the long-term unemployed person will be (a) hard-working and productive or (b) a lazy slacker? You can use these three methods to assess or evaluate long-term unemployed applicants.
1. ASSESS ACTIVITIES JOB APPLICANTS DID WHILE UNEMPLOYED
An unemployed job applicant who might become a productive employee probably kept very busy while out-of-work. Possibly productive unemployed job seekers should tell you – and prove – they
A. Job hunted 40 hours/week or more
B. Volunteered to keep busy and productive
C. Learned and practiced job-related skills
So, in interviews, ask long-term unemployed job applicants what they did and for how many hours per week. Insist on proof to verify if they actually (A) job hunted a lot, (B) volunteered, and (C) learned job or work skills.
2. EVALUATE LENGTH OF TIME OUT-OF-WORK
Some people may tell you it is not nice or allowed to take long-term unemployment into account in assessing job candidates.
But, think about it: If a person with an excellent work ethic is unemployed, they vigorously search for employment. Sooner or later, they should find full-time or part-time employment. And they spent their time out-of-work on productive activities like job hunting, volunteering, and learning skills.
But, job applicants with questionable work ethic will not find work nor do productive activities.
Then, they apply to your company with, for example, one year or more unemployment while not doing productive activities.
Use your management judgment. And do not let long-term unemployed job applicants sway you with sad sack or heart-touching stories of their unemployment woes.
Remember: Job candidates with strong work ethic occupy their time with productive activities. But job applicants with weak work ethic occupy their time with unproductive activities, e.g., complaining, watching TV, and exerting energy to get other people to support them.
3. PRE-EMPLOYMENT TESTS
Use pre-employment tests that measure work ethic and conscientiousness. Such pre-hire assessment tests evaluate if a job hunter will be a hard-worker or a slacker who feels entitled to a paycheck.
Also, use personality and intelligence pre-employment tests for skilled jobs. Such assessment tests help you compare each job applicant’s scores versus benchmark test scores of your company’s most productive employees. Such pre-employment tests quickly evaluates whether a job candidate possesses work qualities similar to your most terrific and productive employees.
DO NOT LET LONG-TERM UNEMPLOYED JOB APPLICANTS TUG AT
Warning: Long-term unemployed people may give you a sob story. Of course, you feel badly for them. But, do not allow your well-meaning heart to overrule your logical assessment and evaluation of job hunters.
Instead, use pre-employment tests for work ethic, personality, and intelligence. Also, dig into how they spent their unemployed time job hunting, volunteering, and learning job skills. Plus, use your management judgment to assess if their length of time in unemployment appears reasonable or questionable.
After all, your job is to assess and evaluate job applicants correctly so you hire employees who are productive and help grow your business.
COPYRIGHT 2014 MICHAEL MERCER, PH.D.
Michael Mercer, Ph.D., designs pre-employment tests to assess job applicants. His 3 Forecaster™ Tests help companies (1) hire productive employees and (2) avoid hiring unproductive losers. Dr. Mercer authored 6 books, including Hire the Best & Avoid the Rest™. Also, he delivers practical and interactive presentations at companies and conferences. You can phone Dr. Mercer at 847-382-0690, or learn about his pre-employment tests and speeches at www.Pre-EmploymentTests.com