I don't understand why our employers is not common to use testing for hiring. This chic dispersal and squandering of money – to hire an employee virtually blind. Because no one is colorfully filled summary does not guarantee you that this is the person that you want to see on your workplace. And that is why now become so popular with employers lie detectors.
thus it turns out that we shoot from a gun on sparrows, completely ignoring the basic and simple tools that can significantly help us reduce costs.
If we understand more details, we can see that the priority is always knowledge of the specifics (product, service, industry). There also consider the tried and tested channels with no customer base. But then there are threads inadequate communication, low stress, and even the regular zibordi (simulation of rough activity). All of this is a surprise for the employer. But it is possible to anticipate at the start. It is possible and necessary.
each of us has a starting set of mental traits and characteristics. And if the product range can be learned (all of us once many of which is not known, but successfully overcame it), to forge/to fake/to change/to forcibly instill psychological characteristics, is impossible. Because it is simply impossible.
These psychological characteristics are tied to a large number of innate mechanisms, in particular on the speed of transmission of nerve impulses. And we can turn inside out, but the speed of this will not change neither from wages nor from cookies to tea, which is so like to be proud of some employers.
This speed is also responsible for how quickly and how much we communicate (communicate), and for the quality and quantity of development information in a unit of time. We can chat and learn new things quickly or slowly. And can also do it outside or inside. Psychologists for this is the terms "neuroticism" and "extroversion/introversion". All together this results in temperament, each of which has its strengths and weaknesses. And it is on this basis that simple (really simple) and deep to choose the right employees in your office.
Every profession has from this point of view, his psychological profile, or set of psychological characteristics. If we take the position of the person from whom such characteristics, it is not necessary to make efforts to fulfil their responsibilities – this job logically falls on his structure of personality. Logical and, most importantly, natural. So for the programmer it's fine to have the introversion – it is not necessary to communicate a lot. As sales Manager it is natural to be ekstrasensom and to communicate love. In this situation you will not have to look for a ton of motivational "cookies" to stimulate him all day to tell about your product. If those two confused sometimes, nothing good will come: the introvert starts to take time off from work in two hours (because he just run out of energy for active communication), and the extrovert will not be able to complete the task because of the desire with all her multiple times to discuss.
However, in fact, we see in the interviews a very different picture. Someone just does not understand their personal characteristics, someone is trying to "retrain" someone begins to walk on motivational training and waiting for a deep personal transformation, which, finally, will learn to move mountains, but someone just thinks that the company does not matter, and this must go. And, most importantly, these people mostly believe it is true.
a Very important factor of the psychological profile is sumatrastraat. It shows whether the employee himself to set goals, because he's not satisfied with his work and wants to achieve more. There are a lot of people with a high degree of internal relaxation, which does not allow them to put far-reaching goal and to withstand the intense rhythm of work. Most often, these people have the sanguine temperament. And they may not warn you that late for an appointment, or peace will not come to her at all. Sanguine quite easily and frequently change jobs. And if you send out 100 invitations to interview will get 10 responses and test came candidates – 99% of them will be sanguine. And only one of 100 who came (and it turns out 1000 invitations to interview) – choleric or phlegmatic. And it is among them most managers and employees with high achievements. Interesting, isn't it?
to Test or not to test – a simple question. In most cases the heads of the units answer it in the negative: this time (about 1.5 hours by passing tests + discussion with the applicant), certain intellectual costs of mastering techniques, perhaps at the start — the cost of purchasing the instrumentation. In General it is difficult and expensive. But for some reason nobody ever puts the second on the scales salaries of inefficient employees who barely survive on probation, the costs of search and registration of new and additional cost of constantly maintaining this inefficient process.
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