Basic Guidelines for Effective Selection Systems

• Remember that you cannot train your way out of a bad hiring decision.
• The cost of hiring one poor employee is far greater than the cost of having an effective selection process.
• Using new assessment technology by itself will avoid poor hires more dependably than the most extensive interviews by the most talented interviewers using the best techniques for interviewing.
• Assessments will dependably screen out people who cannot do the job. Assessments do not dependably point out star performers. The good news is that you make money with average employees in a well run business. It is the poor performers that destroy profits.
• Use the least expensive and most accurate screen first. For example, if a 10 minute assessment that costs $10 will screen out poor performers; do that before spending valuable interview time with someone who is unlikely to be able to succeed at the job anyway. We can provide an excellent tool for this.
• Use drug testing if employees interact with customers, use machinery, use tools, or drive vehicles on company business.
• Use background checks.
• Use honesty/integrity testing if employees handle money or valuable tools and material.
• Consult with a labor law attorney who represents management when you have any doubts or questions.

© Chuck Russell 2001