Everyone that has ever had a job knows that working with negative people ultimately brings down the mood of everyone around them. No one wants to work with someone that is always complaining, or someone that does not pull their own weight. Attitudes are very contagious, and can make or break the work environment. According to Ronald Friedman of the University of Rochester, pairing people in a room with (a) high-motivated people resulted in high motivation and work results, while (b) low-motivation people resulted in low motivation and lousy work results. Good thing that there is a way that companies can try and avoid hiring those negative people. Ronald Friedman came up with a pre-employment test that can reveal specific employee attitudes of highly productive employees. Managers of any business can use this test to try and catch the traits of their best employees in the new recruits.
Ronald Friedman called the test “Abilities & Behavior Forecaster(TM) Tests.” The first thing you want to do is custom tailor the test for each job in the company. To do this, you take your best employees in every job, and then test them to see what their typical scores are, “benchmarking”. Through this, you can confidently focus on getting those employees that test the same as your best workers. If you think about this, it is actually a smart idea. Why wouldn’t a company adopt this test if it could lower absenteeism? If you can hire great employees your company will only progress, and you will have better employee relations. Through pre-employment benchmarking studies done in many companies, Ronald Friedman found out that there were high scores on six personality traits. The six test scores that reveal great employee attitudes include:
-Follow Rules, Policies & Procedures
-Poised/Objective Reaction to Pressure
-Helping People/Good Service Motivation.
Just think, if you can get new recruits to possess these qualities you can grow and prosper to levels you have not even thought about. Some people might be worried that they will not score high because they believe that they are not good test takers, however; Ronald Friedman found that there is not a link between intelligence, test scores, and personality test scores. Instead, he came to the conclusion that the better employees get high intelligence test results.
More often than not, during the interview process managers will determine if you are qualified or not just by talking to you, but oftentimes this method is not accurate. Some people are simply not good at interviewing which does not mean that they are not qualified. The Pre-hire test is much more accurate in determining someone’s work ethic.
Just remember when hiring employees to customize personality tests by benchmarking scores of your best employees. Then focus on job applicants who get the same scores for that particular job.
Do you think this is a accurate way to hire employees?
Can you see companies adopting this method?