| Topic Name: |
Crazy Interview Questions |
| Message Name: |
Job matching reduces turnover quickly |
| Date Posted: |
05/22/2001 |
| In Reply To: |
I am one of those HR people that asks candidates where they see themselves professionally in 5 years. I am in children's services, and we get a lot of recent grads in the door whose majors don't seem to fit their interest in the job.
I ask them where they see themselves because it gives me insight into whether or not they really want to work with the kinds of kids we serve, or if they are just looking for a job.
High turnover stinks for any company, but when you're working with troubled kids who already have abandonment issues, you hope to get candidates who are dedicated to the field and like the work.
We are now toying around with an internet-based screening tool called the "ERI" or Employee Reliability Inventory (I think). Has anyone heard of this tool? I am skeptical, but my boss seems to think it will help w/turnover. |
| Message: |
I presume that all employers do a good job of screening out the incompetent job applicants. If that is true, how do so many non-performers get hired?
Answer: Competent applicants come in two varieties; 1 - those that will become successful employees and 2 - those that won't.
Job matching identifies which group each competent applicant is in. Hire from the first, avoid the rest.
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