When you begin the hiring process for a new employee, what is your hiring goal?  This is a simple question…, or is it?

Are you trying to hire your replacement?  The best person for the job?  The person you think will best fit in with others on your team?  The most experienced?  Someone who looks like the best person you ever hired?  Someone you can coach and mentor?  An individual that will make you look like a great manager?  The list can go on and on.

Maybe there is another way to approach this question.  What do you NOT want to have as your hiring goal?  We can probably all agree on attributes and traits that you would not want your new hire to possess.  An individual with substance abuse issues, a lack of integrity, someone who is unreliable, and has poor work ethics rank pretty high on most hiring managers’ list of attributes they do not want to have in their company.

But how do you find this out about your candidate?

What Questions Can You Ask?

Increasing lawsuits have made it extremely difficult, even illegal, for you to ask important questions to determine the integrity of a job candidate. Past employers can be held liable for information they give you. If you choose to avoid hiring suspicious candidates, can you prove that you did not discriminate? In the absence of objective data, it is often impossible to demonstrate that your decision was made objectively, without regard to gender, race, age, etc.

The Step One Survey II (SOS II)

The Step One Survey II is a scientifically designed assessment tool that evaluates job applicants’ attitudes for integrity, substance abuse, reliability, and work ethic. The SOS II empowers you with a structured system to objectively obtain better information, identify the best candidates, and conduct better interviews. The survey is fast, cost effective, easy to use, and helps to tell you whether or not this candidate is “right” for your company:

• Job applicants can take the SOS II, in about 20 minutes, anywhere in the world there is access to the Internet.
• Results are available instantly over the Internet when you need to make quick decisions.
• Cost, per assessment, is about the same as a background check or drug screen, and the SOS II has been shown, in many cases, to be more effective.

Here is what you get from the candidate’s report:

• Quick Check — Providing a candidate’s employment status, availability to start, most recent salary, and supervisory experience.
• Employment Profile — Concise employment history plus supporting interview questions.
• Integrity — Summary of admissions regarding theft of money, property, data and time.
• Substance Abuse — Admissions regarding the personal use and/or distribution of illegal and/or regulated substances.
• Criminal Convictions — Admissions regarding criminal convictions.
• Candidate’s Attitudes — Regarding Integrity, Substance Abuse, Reliability, and Work Ethic.
• Graph — A visual summary of the candidate’s results.
• Distortion Scale — Inconsistencies are also considered as valuable indicators in the accuracy and/or candor of responses.
• Structured Interview Questions — Relating to key issues identified in their responses. Questions are worded in an open-ended manner to stimulate discussion, reduce litigation risks, and conduct the most effective interview for each candidate.

Your hiring goal is obviously dependent on varying circumstances.  However, we can all probably agree on the behaviors and traits you do not want in your organization…

Find out more about the SOS II at:

http://www.royalmountainresources.com/products-and-services/step-one-survey-ii.

Call or email me today.