Recent events have made companies adopt much tighter procedures for screening applicants for hiring and promotion. A major element is testing. According to the Association of Test Publishers, overall employment testing, including personality tests, has grown by 10-15% in each of the past three years.
SUNRISE, Fla (PRWEB) August 2, 2004 -- As the U.S. economy recovers from its recent downturn, companies are hiring more employees, in addition to the usual summer hiring. Positions left unfilled are vacant no longer, and more managers are being hired – a sure sign, insiders say, that their subordinates will be brought onboard soon.
Executive search firms reportedly are seeking to fill positions in most fields. The demand for sales professionals has heightened, they say, as companies strengthen themselves to bring in new business, and even manufacturing is healthier than it has been in years.
But, HR experts at Sunrise-based G.Neil Corp. warn, too much hiring at a rapid pace can result in too many incorrect hires – and a major hit to your bottom line to correct your mistakes.
"Mis-hiring a manager making less than $100,000 a year can cost a company 14 times his or her salary, said Dr. Jodi Schwartz, an industrial psychologist at G.Neil, and up to 28 times the salary of someone making more than that.
Dont Be the Next Corporate Scandal – Test Your Applicants
Recent events have made companies adopt much tighter procedures for screening applicants for hiring and promotion. A major element is testing. According to the Association of Test Publishers, overall employment testing, including personality tests, has grown by 10-15% in each of the past three years.
Testing can be a very important part of the selection process, Schwartz noted. Besides helping you avoid applicants with poor skills, it enhances your ability to consistently hire the best candidates.‘‘
Testing Completes the Hiring Puzzle
The Equal Employment Opportunity Commission, which has regulations that cover employers with 15 or more employees, mandates that employment tests be unbiased and valid.
Valid means that the test measures what the test creator says it measures, Schwartz explained. Valid tests give employers the ability to predict capabilities, and our tests are validated using real companies and real job situations.
A good test score is an indicator that an applicant has the skills, aptitude and personality characteristics required for the job, Schwartz said. But test results need to be combined with other factors – interviews, background checks, reference checks, and so forth – to make a good hiring decision.
In the past 15 years, G.Neils HR•Assessments brand has earned a reputation as a provider of superior-quality, professionally developed employment tests. These are available in paper, software or online. For details, visit www.newhiretesting.com or call 1-800-999-9111.
Based in Sunrise, Fla., privately held G.Neil Corp. offers more than 7,000 tools to manage and motivate people" to more than 1 million U.S. businesses. It specializes in products that help employers manage everyday workplace issues, products that include HR forms, software, employment and substance testing, workplace safety solutions, and labor law compliance posters. For further information or to request a catalog, call toll-free 1-800-999-9111 or visit www.gneil.com.
For More Information, Contact:
Dr. Jodi Schwartz
954-846-8899
jschwartz@gneil.com
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