Making Permanent Recruitment Decisions Stockton CA

Making permanent recruitment decisions is one of the most important things a manager does. Unfortunately, mistakes are common. Every manager has stories of new hires that turned out to be completely incompetent. But it's not just these extreme cases we should be concerned about.

Nicholas John Scardigli
(209) 477-3833
2453 Grand Canal Blvd
Stockton, CA
Specialties
Employment, DUI, Wrongful Termination, Discrimination, Sexual Harassment, Criminal Defense
Education
Emory University School of Law,Duke University
State Licensing
California

Lisa Blanco Jimenez
(209) 948-8200
509 W. Weber Avenue, 5th Floor
Stockton, CA
Specialties
Litigation, Employment, Public Finance
Education
Stanford Law School,Stanford University,Stanford University
State Licensing
California

John William Stovall
509 W. Weber Avenue, 5th Floor
Stockton, CA
Specialties
Agriculture, Construction, Employment, Energy, Environmental
Education
University of California, Hastings College of the Law,United States Naval Academy
State Licensing
California

Elizabeth McDonald
(209) 952-1441
P.O. Box 7859
Stockton, CA
Specialties
Government & Environment, Employment & Labor Relations
Secondary Specialties
Workers' Compensation, Wrongful Termination, SSDI (Social Security Disability Insurance), Americans With Disabilities Act (ADA), SSI (Supplemental Security Income)
Education
Juris Doctor, Southwestern University , 1980
State Licensing
California

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Jaime Lao Patena
(209) 481-5477
333 E Channel St 3rd Fl
Stockton, CA
Specialties
Employment, Litigation
Education
UCLA SOL,Univ of California Berkeley
State Licensing
California

Daniel J Schroeder
(209) 948-8200
509 W. Weber Avenue, 5th Floor
Stockton, CA
Specialties
Agriculture, Business, Commercial, Construction, Employment
Education
McGeorge School of Law, University of the Pacific,Fresno Pacific College
State Licensing
California

Ronald M. Stein
(209) 957-9744
4521 Quail Lakes Dr.
Stockton, CA
Specialties
Employment & Labor Relations
Secondary Specialties
Workers' Compensation, Employee Rights, Wage & Hour Laws, Government Employees, Sexual Harassment, Affirmative Action, Disability Discrimination, Wrongful Termination, Age Discrimination, Emotional Distress , Americans With Disabilities Act (ADA), Family Medical Leave Act (FMLA), Termination
Education
J.D., Duquesne University, 1972
State Licensing
California and Pennsylvania
Professional Memberships
California Applicant Attorneys Association

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Jay Michael Hislop
(209) 954-0180
2155 W March Ln Ste 2e
Stockton, CA
Specialties
Business, Employment, Real Estate, Litigation
Education
Humphreys College of Law at Stockton,Univ of California Berkeley
State Licensing
California

Audrey Beth Winters
(760) 633-4485
4719 Quail Lakes Dr Ste G355
Stockton, CA
Specialties
Employment
Education
McGeorge SOL Univ of the Pacific,Univ of California Santa Cruz
State Licensing
California

Dianna Rose Garcia
(209) 937-8056
Stewart/Eberhardt Bldg, 22 E Weber Ave Ste 150
Stockton, CA
Specialties
Employment
Education
Univ of Utah COL
State Licensing
California

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Making Permanent Recruitment Decisions

Making permanent recruitment decisions is one of the most important things a manager does. Unfortunately, mistakes are common. Every manager has stories of new hires that turned out to be completely incompetent. But it s not just these extreme cases we should be concerned about. Every time a company hires a mediocre employee instead of a strong one they are compromising the future of the company. An investment in more reliable permanent recruitment processes can pay off faster and for longer than many other investments. A great marketing campaign adds value this year; a great marketing hire can add value for a decade.

Why Companies Make Hiring Mistakes

One of the most common reasons companies make mistakes in permanent recruitment is because they tend to rush a rather ineffective process. When an important position is vacant managers may insist that HR get me a body rather than initiating a process that will get them a top performing superstar.

It s understandable that managers are in a rush. They have targets to reach and spending quality time on recruitment in an already busy day is difficult. Managers just want to have the position filled and get back to normal. But no one who really understands the cost of a poor hire will want to make compromises in quality. A star programmer is not just a little better than a mediocre one; they write code many times faster. A star sales representative doesn t just deliver slightly better sales than a mediocre one; they win the best accounts from the toughest competitors. Furthermore, the costs of turnovers are typically estimated at six to 12 months of annual salary for professional jobs so a hiring mistake really hits the bottom line.

Permanent recruitment is made even more difficult by the presence of what we call counterfeit candidates. This refers to people who are very good at interviewing but not so hot at working. There are now websites that coach candidates on hiring processes so counterfeit candidates know the questions you are likely to ask and the answers you want to hear. Well rehearsed applicants know how to sell themselves in the interview and can fool managers into making the wrong choice.

What managers need are recruiting tools that can help predict a candidate s performance when actually on the job.

Predicting Performance

The best way to predict performance is to look at behaviours, not just qualifications. Managers often ask for candidates with very specific qualifications; for example, an MBA and five years finance experience in the retail industry. While it s true that a certain baseline of technical skills is a requirement, the difference between superstars and average performers, between great fits and poor fits, is driven by behaviour.

Many people are familiar with behavioural interviews and these remain a key tool for predicting performance. However, fewer people are aware of the power of testing for successful permanent recruitment.

The solution Drake uses, both internally and with its clients, is called P3. This psychometric instrument looks at the five primary behavioural drivers: Dominance, Extroversion, Patience, Conformity and Conscientiousness. These well established psychological traits are stable, measurable and predictive.

Behavioural testing can provide information on a candidate s relative strengths, personality, motivation, likely team role behaviour and many other characteristics more rapidly and reliably than extensive interviewing.

Implementation

Drake doesn t recommend using the P3 test in a generic way. The first thing to do is to look at existing high performers and use Drake s P3 to build an ideal role profile. The ideal role profile captures the behavioural traits and personality for a person to thrive in the job and fit in that particular organization. The P3 is then used to judge applicants against that ideal profile and identify the most promising candidates.

When it comes to permanent recruitment no one tool even a powerful one like the P3 is sufficient. Many sources of information including behavioural testing, interviewing, CVs and reference checking should be used. It s looking at a potential employee from many angles that distinguish truly high performers from counterfeit candidates.

The payoff of better permanent recruitment processes shows up in terms of lower turnover and higher performance. An Hr Consultant, or the in house finance department, can help HR departments estimate the return on investment of new recruitment methods based on the number of hires, the type of jobs and an assessment of effectiveness of the current process. A simple back of the envelope calculation is often enough to demonstrate that the payoff is substantial.

The P3 solution is a particularly good investment for mid sized firms because it adds reliability while being easy to implement and deliver, taking pressure off the HR department and saving time for busy managers.

Effective permanent recruitment methods exist; it s just a matter of putting them to work.

http://www.drakeintl.com/ca Temp agency provides http://www.drakeintl.com/ca/bussolutions/hraudit.aspx professional hr consulting and recruiting services to assist organizations with their efforts to improve performance, productivity, and profitability.



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