Interviewing job applicants is the least efficient part of the hiring process. Most supervisors and managers dislike interviewing and very few are truly good at it. Very often, even after the most comprehensive interviews, the employer still has no idea what kind of employee the applicant really would make.

When an applicant is interviewed by multiple people, at the end of the session, few interviewers can recall more than a general impression of the capability of the applicant.

For these reasons, it is essential that the criteria for deciding whom to hire be well-defined.

Tool #s 2 & 3 in KEi's 14 tool system fall under the Choosing category.

Tool #2, Behavioral Competency Interviewing determines specific interview questions that let you document previous experiences of job applicants which prove that they possess the most important personality traits to achieve long-term job success in your organization.

Unfortunately, 80% of employer hiring decisions are based on interview questions about only the obvious "technical" and "functional" abilities required for the job. While these are certainly important and necessary for short-term success, interview questions that detect the required behavioral competencies actually give you a better indication of the likelihood of long-term success within your organization. 80% of employment terminations are the result of failures in the behavioral competencies need for the job.

Technical Knowledge relates to on-the-job experiences, i.e. specific types of equipment to operate, processes to implement or procedures to follow etc.

Functional Education relates to formal education degrees or certifications, i.e. accounting, engineering, marketing, computer programming, specific trades etc.

Behavioral Competencies relate to personality traits that are evident by ages 7 - 12, i.e. verbal communications, attention to details, complex problem solving, influencing, managing etc.

Technical and Functional abilities can be taught to employees through the employers training programs. However, Behavioral Competencies are "built-in" so employer training programs can only reinforce and strengthen what employees already possess within them.

KEi has partnered with Action Insight, Inc., a "best in class" supplier of Action Plus, the online behavior-based interviewing tool that will allow your interviewers to:

• Apply a proven process to determine the personal traits necessary for employees in each job category to achieve long-term success.
  
• Match behavioral competency interview questions to each personal trait.
  
• Receive guidelines and templates to record and evaluate the responses to these interview questions, capturing real life facts and details from each interviewed applicant.
  

Don't wait until after you hire them to find out that they are untruthful!

More than 40% of all job applications subjected to background verifications are revealing that false information was given to the employer. If you are not verifying backgrounds prior to hiring, you are risking that your new hires are among those who have lied on the resume/application form or in their responses to your interview questions.

KEi has partnered with Selection.com, Inc., a "best in class" supplier of the most commonly requested background information through FASTRAX online. Most verification requests are completed within 24 - 48 hours to support the timely preparation of written job offers. More complex verifications, such as criminal records are usually completed within 72 hours.

Contact KEi for a FREE initial consultation with an Employee Retention Specialist.