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For Speakers, Trainers,
and Consultants
by Deb Haggerty, CMC
Successfully
fitting the right person to the right job takes several steps:
-
Write detailed job description for position.
-
Analyze abilities, interests, personal characteristics of ideal person to fill job (Prevue Job Description Questionnaire)
-
Create descriptive advertising for position (WSJ? Internet? Local media?)
-
Conduct pre-employment screening (Application, CheckStart Survey, Step One Survey, Background Check, Interview)
-
Second Interview (Oral and Prevue Assessment to determine job match, Platinum Rule survey to determine team fit)
-
Preliminary offer (Based on tri-part assessment: Interview, Surveys & Background Check along with medical exam if required.)
-
Probationary Period (Usually 3 months)
-
Initial Review and follow-up coaching.
In
today's environment of downsizing, rightsizing and reengineering, employers
must work extra hard to hire the right people for the right jobs. Many job
applicants are better trained to be interviewed than employers are to
conduct the process. "Gut level" instinct in hiring doesn't work
anymore. As a result, employers should use objective assessment tools as
part of the hiring process as well as a background check (criminal,
financial and references). These tools are the best I've found.
©
Deb Haggerty is a professional speaker and business consultant on
communication, networking and presentation skills. You can contact her at phone:
(407) 856-2897 ---
toll free (USA): (888) 332-7757 --- fax: (407) 857-3105
e-mail: deb@positiveconnect.com
or visitwww.positiveconnect.com