Michael Mercer 2013-04-05 22:05:24
Hire Job Applicants Who Have Good Work Ethics Pre-employment personality tests are among the different methods many companies use to hire hard-working and productive employees into their workforces. Make plans to join Dr. Michael Mercer, author of the book “Hire the Best & Avoid the Rest,” for his educational seminar at NetworkASA 2013 on October 2-4 in Washington, D.C. Two pre-employment tests help you assess applicants’ work ethics Two types of pre-hire personality tests that help predict if an applicant may become a hard-working employee are behavior tests and dependability tests. Using the pre-employment behavior test, start by benchmarking your best employees who display terrific work ethics. Do this for each job. To benchmark, have your best employees take the test. Their scores become your company’s “benchmark” test scores for each job. When applicants take the pre-employment personality test, you can (A) prefer applicants getting the same test scores as your best employees and (B) decrease considering applicants whose scores significantly differ from your best employees’ benchmark scores. Doing pre-employment personality test benchmarking is good for skilled, professional and management jobs. Use a dependability pre-employment test for lower-level, unskilled and semiskilled jobs. Warning: Do not use benchmarks based on “national norm.” For instance, the pre-employment personality test’s “national norm” for a particular job most likely differs from your company’s customized benchmark for that same job. A dependability pre-employment test includes a scale measuring work ethic. You will get a score that shows you the applicant has a lousy or moderate or strong work ethic. You will consider a person with a lousy work ethic high-risk. An applicant with a strong work ethic is low-risk – someone you may decide to hire. Other methods to assess work ethic Look at work history. Does the applicant have a career showing increasing responsibilities? In interviews, see if the applicant acts enthused for doing the job and not solely getting a paycheck. Ask the applicant for measurable results achieved, plus names of bosses who can verify each result. Also, ask this artfully vague question, “After you finish your work, what do you do?” A strong work ethic person’s answer will include asking for more work or offering to help co-workers. A lazy bum will interpret the question differently and talk about non-work activities. Hire people with terrific work ethics.Do not try to change lazy bums I’ve heard about two books relevant to work ethic, entitled “Reviving Work Ethic” and “The Power of Habit.” I recommend the following to help increase your company’s productivity and profits. First, do not waste time “reviving the work ethic” of a lazy employee.It proves immensely more profitable to (1) de-employ lazy bums rather than “reviving” slackers, and (2) hire replacements who have a good work ethic that never needs “reviving.” Second, work ethic is a habit. Make sure you hire people who possess the “habit” of having a powerful work ethic. Use pre-hire personality tests to spot applicants with good work ethics Invest your time and resources in absolutely fabulous employees who have terrific work ethics. They show up every day, work hard and increase your company’s productivity and profits. Avoid hiring or retaining lazy bums who act entitled and want a paycheck without working for it. Pre-employment personality tests – behavior and dependability prehire tests – help you identify which applicants have lousy, moderate or strong work ethics. Use pre-employment tests and other methods to hire applicants possessing good work ethics. Learn more by attending Dr. Mercer’s Hire the Best & Avoid the Rest™ educational seminar on Oct. 2 at NetworkASA 2013 in Washington, D.C. Visit www.asa.net for more information and to register. Michael Mercer, Ph.D., authored the book “Hire the Best & Avoid the Rest.” He also created three pre-employment tests that companies use to assess job applicants: Abilities Forecaster™, Behavior Forecaster™ and Dependability Forecaster™. You can get a free subscription to his monthly newsletter at www.MercerSystems.com. ASA Winter Meeting Continues Association Planning Process By Michael Adelizzi, ASA Executive Vice President ASA leadership discusses the association’s strategic plan at Feburary’s ASA Winter Meeting Associations operate in ever-changing environments. As a result, association leadership is continually challenged to meet the emerging needs of members. To achieve a greater focus, ASA uses the strategic governance approach to planning for the future by identifying an organizational mission, goals and strategic outcomes to better serve the members.Driven by a strategic plan that clearly defines expected end results (outcomes) using a sufficiently plan-focused, flexible and depoliticized governance structure, the American Supply Association has been successful in regaining its leadership position and “relevance” within the PHCP and PVF industry. Five years ago, ASA began the move toward strategic governance by establishing the long range strategic plan during the ASA Winter Meeting in Tampa, Fla. Every year since, ASA’s Board of Directors, along with divisional and committee leaders, have gathered to review and revise ASA’s strategic vision to keep ASA focused on the future. Building on the success of the curriculum-based five colleges in ASA University, expanding the association’s outreach to both allied groups as well as external customer groups and building a stronger bridge to the next generation were all prime areas of focus for more than 70 volunteers who recently met in Fort Myers, Fla., in early February. This process has been one of the driving reasons for the rapid success enjoyed by the association today, and will continue to drive ASA’s resurgence. White Smoke for Tax Reform? By Dan Hilton, ASA Director of Government Affairs During the second week of March, a number of monumental events took place in Washington, D.C. While the entire world watched as white smoke appeared out of the Vatican, the President was in the U.S. Capitol visiting with House Republicans for the first time in two years. It was in this same week that Senate Democrats and House Republicans released their budget roadmaps, and not to be outdone, the House Ways and Means Committee released a substantial discussion draft for small business tax reform. For the past five years, we have heard about how Senate Democrats have annually failed to produce a budget, and since it was first introduced three years ago, House Republicans have been repeatedly blasted for “ending Medicare as we know it.” In one of the greatest ironies, a document that has neither the force of law nor requires the President’s signature also is often the leading piece of campaign fodder used each year. Neither appears passable on their own, but passing their respective bodies and getting to a conference could be the next step for the two sides to negotiate an agreement. While these do not result in changes in law, they do have the power to instruct committees, such as the tax-writing committees as they tackle tax-reform and can be passed with 51 votes. This leads us to the big question of whether or not tax reform can be accomplished. As we’ve long said, to get to lower rates and broaden the base, credits and deductions could be eliminated, concerning those of us fighting for S Corps. The Democrats have publically stated they want a carbon tax and value-added tax, and are reticent to reform entitlements. As a result of the fiscal cliff negotiations, taxes were raised on the highest earner to the tune of $600 billion. So ask yourself this: If you are a Republican primary voter and your representative already voted for one tax increase, do you think they will vote for one a second time? March 13 may have been the last time we see white smoke in a long while.
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