In the hiring process, the odds are not in your favor. Not even close. 

Would it shock you to know that Department of Labor statistics show two out of three hires turn out to be a mistake within the first year? And the average cost of a wrong hire is $25,000? 

It's almost unbelievable that with all of the modern technology available in today's high-tech business world, American companies waste hundreds of millions of dollars because most hiring turns out to be wrong. How can this be? 

The answer is simple: human resources and hiring are the two areas of business operations where businesses have failed to implement technology. While every HR department has plenty of computers, they are being used mainly for administration and not to directly impact the quality of hiring.

As a result, hiring is still being done the same way that it was done 100 years ago using resumes and interviews. 

While the hiring process is largely the same as it was in the early 1900s, the world of business is not the same. Not even close. No longer can a business hire and fire at will without fear of potential legal consequences. At the same time the costs of training and payroll have grown geometrically, and the costs of mistakes have become a significant drag on the bottom line of companies. 

So, what can be done to turn the odds in your favor?

Even under the best of circumstances, successful hiring is a challenge.

Department of Labor statistics show that:

• 1 out of 3 businesses will be sued over an employment issue.

• 2 out of 3 new hires will prove to be mistakes within the 1st year.

• 2 out of 3 employees would rather work somewhere else.

• 9 out of 10 employees will "exaggerate" during an interview.

• 9 out of 10 thefts are committed by employees.

Of these statistics the one that is the most startling is the fact that 66% of employees would rather work somewhere else! This means that while they were able to get the job and may even be performing well on the job, they are not happy and there is not a good “fit” between them and the job.

A good fit gets good results. A perfect fit gets outstanding results. You deserve outstanding results, don't you?

What is “fit”?

Let me explain it this way: Have you ever taken a car for a test drive and when you closed the door, it just sort of slammed or maybe even rattled? Then you took another car for a ride and when you closed the door it went “thunk”. It sounded solid. It fit just a little bit better.

That’s “fit”.

In the business world, where it is so easy to duplicate products and undercut prices, the key strategic advantage for most companies is the performance of their employees. Employees who are well matched to their position have higher attendance records, less turnover, higher job satisfaction and superior job performance. Both the employee and the employer share the benefits of enhanced person-job fit.

Every organization has people who can do the job, but some of them just fit a little better. They have the same attitudes and management styles as their supervisors. These are the outstanding employees who get things done and everyone wants to work with.

No doubt you have also experienced the situation where someone was a good worker but they were a constant management headache. A poor “fit”.

A study by the Society for Human Resource Management (SHRM) shows that a majority of applicants stretch the truth on resumes. More than half, 55%, lied about the length of past employment. Other distortions included past salaries, criminal records, former job titles, former employers, driving records, degrees, schools attended. Fifteen percent even lied about their social security number!

Plus...

You can expect most candidates to be well coached and prepared. Many are using software to help them prepare their resumes and make them "look" good. Every college campus, job placement service and headhunter offers interviewing "help" to their clients.

And if that's not enough, there are over 1,000 books available at amazon.com to help you "learn" to interview. One of my favorites is "1000 Knock 'em Dead Answers to Interview Questions". Another is "Interview Rehearsal" which promises to develop your acting skills. Knock them dead? Acting skills? What about helping you pick the right person for the job?

Since applicants are using modern technology in the form of software and coaching to help them “get” a job, shouldn’t you be using it to make sure the people you hire have the kind of “fit” that will make them superstars in your organization?

While resumes, applications, interviews, reference and background checks are all important components of the hiring process, recent developments in psychology combined with modern technology now allows employers to use the power of on-line psychometric assessments to gain further insight into an applicant.

What would happen to the bottom line of your business if you were able to use modern technology to gain an edge in the hiring process? The presentation "Who Are These People Anyway" will show you how to do just that.

"Who Are These People Anyway"  works because it's clear and fresh. It's not a rehash of the same interviewing techniques that have been used for decades. It will provide your attendees with a firm foundation for improved hiring results and will give you the results you demand because we teach the "why" as well as the "how."

This presentation is unique in that it explains how to use twenty-first century technology and psychology to evaluate the "whole person" and turn the odds in your favor. 

Although I have started nine companies over a period of twenty years (including one that created technology products to help people "get" the job they always wanted!), this presentation is largely built upon five years of research in the field modern psychology and a partnership with the worlds largest provider of modern psychometric assessments.

In just a short time I will divulge a set of powerful secrets that will give your attendees what some might consider to be an "unfair" advantage in today's highly competitive world.

If you want a fun, informative program that will deliver real value in the form of ideas that people can use instantly, this is what you have been looking for!

During the presentation, attendees will learn:

• How the typical hiring process works and why it fails so frequently.

• How to accurately evaluate both the direct and indirect costs of less than optimal hiring.

• Why the typical resume is a poor predictor to future performance and what to do about it.

• How applicants are using technology to "get the job" and how to fight back.

• The best tools that you can use to win the interview game.

• How to use the MAXIMUM Advantage Optimal Hiring Strategy to make sure your applicants "fit" your organization.

• How to use modern software technology to level the playing field during the hiring process.

• Why 66% of employees would rather work somewhere else and how to keep your employees from joining that group.

• Current trends and technology in the field of assessments.

• The four major types of assessments.

• Legal concerns and validations related to using technology for hiring. 

• An overview of other uses for technology including team building, management development, and performance evaluation.

BONUS AUDIO CLIPS:  Snippets from "Who Are These People Anyway?" by HR expert Paul Endress. Click on the title below to listen now.

Introduction to Our Technologies

The Interview

Creating Benchmarks

The Components of "Fit"

Team Building

Management Development

EEOC Guidelines

Find out more about this dynamic presentation:  "Who Are These People Anyway?"

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