Slacker is a common word nowadays to describe a person who
- lousy work ethic
- “don’t care”
* avoid working
* goof off a lot
* encourage other
employees to avoid working and goof off
Managers and executives must do everything possible to avoid
hiring slackers. Your company and career
depend on keeping slackers off your payroll and also hiring highly productive
PRE-HIRE ASSESSMENTS TO PREDICT IF APPLICANT
You can use pre-employment tests and other methods to assess
job applicants so you do not hire slackers.
For white-collar jobs, use two types of pre-employment
tests. First, use a personality or
behavior test to predict the applicant’s interpersonal skills, personality
traits, and work motivations.
In my research, I often find slackers get personality test
scores like the following:
1. super-high score
That means they
will socialize rather than work!
2. low score on
Following Rules, Policies, & Procedures
rebel against your company’s proven work methods!
3. low score on
Subjective Reaction to Pressure
doing 3 actions: Whine, Moan, &
4. low score on
wallowing in problems, not solutions.
5. high score on
personal drama, drama, and more drama.
6. high score on
using your company’s proven work methods!
Second, also give pre-employment intelligence tests. After all, you must know if an applicant has
enough brains to (a) learn the job and (be) correctly think through situations
they encounter on-the-job.
Make benchmark pre-employment test scores based on test scores
of your company’s best, superstar employees in each job. Then, you objectively can compare your best
employees’ qualities versus the applicant’s qualities, and see if they are
similar or different. You, of course,
prefer applicants whose pre-hire test scores indicate they have qualities
similar to your best employees.
Got blue-collar or lower-level or laborer jobs, give a test
of dependability or responsibility. Such
a test delves tells you about many work-related qualities, especially Work
Ethic. You certainly want to focus on
hiring applicants who get high pre-employment tests scores on Work Ethic.
2. JOB INTERVIEWS
Make sure you ask a lot of open-ended questions. Such questions help you discover the
applicant’s thoughts, needs, feeling, opinions, goals and experiences on
3. REALISTIC JOB
If applicant’s pre-employment test scores are similar to
your company’s benchmark scores for the job and also applicant impressed you in
job interview, then do RJO. To do RJO,
have applicant spend a half-day following one of your employees doing the job
while the applicant observes. From this,
your employee can see if applicant expresses enthusiasm for doing the actual
work. And the applicant can see the work
actually required on-the-job which may or may not be to the applicant’s liking.
SLACKERS NEVER SHOULD BE ON YOUR PAYROLL
Pre-employment tests, in-depth job interviews and realistic
job observations can help you do pre-hire assessments. Then, you can focus on hiring applicants who
are likely to be highly productive and low turnover. And, in doing so, you avoided hiring
slackers!COPYRIGHT 2016 MICHAEL MERCER, PH.D., MERCER SYSTEMS, INC