You can use pre-employment tests, two types of interviews and more using this step-by-step method to hire applicants who are likely to be Aca,!A"superstarAca,!? employees:

+ highly productive

+- low-turnover

Important: Focus on hiring applicants you rate positively on all seven prediction methods.

1^st Prediction Method = Brief Initial Screening Interview

If an applicantAca,!a,,cs application looks suitable, then conduct BISI, a customized 15-30 minute over-phone or in-person interview. BISI quickly reveals if an applicant has biographical data (bio-data) similar to your companyAca,!a,,cs Aca,!A"superstarAca,!? employees.

For example, at one company, we discovered Aca,!A"superstarAca,!? Sales Reps had many similarities before working for this company:

* Work: (a) 1 or 2 previous sales jobs, (b) only 1 or 2 jobs before applying at the company, and

(c) kept prior jobs 2 Aca,!aEURoe 5 years

* Education: (a) earned B.A. from state universities, (b) majored in business or liberal arts, (c)

worked part-time throughout college, and (d) college jobs entailed a lot of people contact

* Pay: Earned less than likely first year compensation at this company

* Vocal Style: Exuded high energy

So, that companyAca,!a,,cs BISI screened-in applicants with similar work, education, pay, and vocal style Aca,!aEURoe and screened-out other applicants.

2^nd Prediction Method = Customized Pre-employment Tests

If the applicant did well on 1^st Prediction Method Aca,!aEURoe BISI, then you can have applicant take customized pre-employment tests. Use tests specifically designed to screen applicants and predict:

A. Work Behavior Aca,!aEURoe e.g., interpersonal skills, personality, and motivations

B. Mental Abilities Aca,!aEURoe e.g., problem-solving, vocabulary, math, grammar, and small detail abilities

Importantly, the test must use customized Aca,!A"benchmark scoresAca,!? based on scores of your Aca,!A"superstarAca,!? employees. With customized Aca,!A"benchmark scores,Aca,!? you quickly see if an applicant scored similar to your companyAca,!a,,cs Aca,!A"superstarAca,!? employees.

Note: When you are hiring applicants for white-collar or skilled jobs, you use both Work Behavior and Mental Abilities tests. But, when you are hiring applicants for blue-collar or unskilled jobs, you use a different type of test Aca,!aEURoe a Dependability test. The Dependability test helps you predict important dependability factors, such as, work ethic, impulsiveness, theft/stealing concerns, and substance abuse concerns.

3^rd Prediction Method = In-Depth, Customized Interview Guide Form

If you decide the applicant did fine on 1^st and 2^nd Prediction Methods, then you may conduct an In-Depth Interview. Crucial: Create a customized Interview Guide document for each job, including (a) 6 Aca,!aEURoe 9 key Aca,!A"make-or-breakAca,!? job talents, (b) questions to ask, (c) note-taking, and (d) ratings.

Importantly, you must provide seminar training to teach managers how to use your customized Interview Guides to assess applicants. Without superb training, interviewers fail to hire the best.

4^th Prediction Method = Role-Play or Work Simulation

If the applicant did well on 3^rd Prediction Method, then have applicant do Role-Play immediately after In-Depth Interview. The 15 Aca,!aEURoe 30 minute role-play lets you see if the applicant has critical job skills. For example, have a Sales Rep applicant role-play selling. Then, assess the applicant using a customized Role-Play Rating Checklist.

5^th Prediction Method = Realistic Job Preview

If you decide applicant did well on 1^st Aca,!aEURoe 4^th Prediction Methods, then do Realistic Job Preview: For RJP, the applicant spends A, 1/2 - 1 day watching an employee doing the job. Benefit: Applicants who received RJP are less likely to (a) accept job offer Aca,!aEURoe but, if they accept, (b) turnover. Reason: The RJP assures they know what they are getting themselves into!

6^th Prediction Method = Reference Checks

If your company decides the applicant did well on 1^st Aca,!aEURoe 5^th Prediction Methods Aca,!aEURoe plus still is interested in the job Aca,!aEURoe then you conduct Reference Checks. If they prove

+ positive, then your company can proceed to the 7^th Prediction Method

- negative, then you probably will not want to further consider the applicant

7^th Prediction Method = 1 Executive Must Approve All Hiring

If the applicant did well on 1^st Aca,!aEURoe 6^th Prediction Methods, then one executive at your company reviews Applicant Rating Summary Form. Your companyAca,!a,,cs quick Applicant Summary Rating Form

* summarizes ratings Aca,!aEURoe positive, average, or negative Aca,!aEURoe on 1^st Aca,!aEURoe 6^th Prediction Methods

* Aca,!A"forcesAca,!? managers to actually use your structured hiring steps

Important: If the applicantAca,!a,,cs ratings on 1^st Aca,!aEURoe 6^th Prediction Methods include

+ all positive ratings, then executive may approve hiring applicant

- average or negative ratings, then the executive may not allow applicant to be hired

How Much Time Do You Need to Hire the Best?

Many managers moan they feel time-crunched, and ask how much time these seven steps require. Two answers:

1. If an applicant does well on 1^st Aca,!aEURoe 7^th Prediction Methods, then you invested 2 Aca,!aEURoe 3 hours to hire

the best

2. Ask yourself: How much time Aca,!aEURoe and money Aca,!aEURoe did you waste when you hired average or below-

average applicants? You wasted many hours Aca,!aEURoe plus salary, benefits and low productivity

Aca,!aEURoe because you failed to invest only 2 Aca,!aEURoe 3 hours to hire the best!

A,(C) Copyright 2009 Mercer Systems, Inc.

* * * * * * * * * * * * * * * *

Michael Mercer, Ph.D., is nationally recognized as AmericaAca,!a,,cs Hire the Best ExpertAcaEURzc. He is president of Mercer Systems, Inc. in Barrington, IL. Dr. MercerAca,!a,,cs 5 books include (a) Aca,!A"Hire the Best -- & Avoid the RestAcaEURzcAca,!? and also (b) Aca,!A"Turning Your Human Resources Department into a Profit CenterAcaEURzc.Aca,!? Many companies rely on his pre-employment tests Aca,!aEURoe Aca,!A"Abilities ForecasterAcaEURzc Test, Behavior ForecasterAcaEURzc Test, and Dependability ForecasterAcaEURzc Test Aca,!aEURoe to help them hire the best. Dr. Mercer created the groundbreaking 7-Step Method to Hire the BestAcaEURzc. You can (a) subscribe to his FREE Management e-Newsletter at www.MercerSystems.com or (b) call him at (847) 382-0690.