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© 2006 HumetricsAll Rights Reserved www.melkleiman.com
Why Stupid People Get Hired
© 2006 HumetricsAll Rights Reservedwww.melkleiman.com
“If you hire the wrong people, all the fancy management techniques in the worldwon’t bail you out.”
– Red Auerbach, the winningest coach in NBA history, former coach, general
manager & president ofthe Boston Celtics
© 2006 HumetricsAll Rights Reservedwww.melkleiman.com
Developing a Fact-basedSelection System
© 2006 HumetricsAll Rights Reservedwww.melkleiman.com
Start With the End in Mind
The objective is to recruit, select and retain a/the ______________ workforce.
If you don’t care where you are going, any road will take you there.
© 2006 HumetricsAll Rights Reservedwww.melkleiman.com
How do you rate today on a scale of 1-10? How good are you at:
Recruiting
Selection
Retention
You can’t go anywhere until you know where you are now.
© 2006 HumetricsAll Rights Reservedwww.melkleiman.com
Let’s look at the facts:
The US Justice Department says 1/3 of all employees are hardcore thieves
Leading national background checking company says 25% of all resumes have major omissions, fabrication, and misrepresentations
US Department of Labor reports 50% of all new employees are gone within the first six months on the job
© 2006 HumetricsAll Rights Reservedwww.melkleiman.com
Common Myths
The best applicants make the best employees
I can tell when someone is lying
You can’t get references anymoreIf you make it too hard to get the job the good applicants will drop out
© 2006 HumetricsAll Rights Reservedwww.melkleiman.com
Common Myths
I have to look at at least 3-5 people to make sure I am hiring the best
I can just tell whether someone is going to be good or bad
It doesn’t matter how good the applicant is. What matters is how good the system is at
determining how good the applicant is.
© 2006 HumetricsAll Rights Reservedwww.melkleiman.com
Edward Deming’stwo very important quotes:
1. “The system will always give you 100% of what the system is designed to give you.”
2. “94% of all failures are due to systems, not people.”
How good is your selection system?
© 2006 HumetricsAll Rights Reservedwww.melkleiman.com
There are two sources of information about an applicant:
1. The applicant2. Anyone or any organization that knows
something about the applicant
The more you know the less you risk.
© 2006 HumetricsAll Rights Reservedwww.melkleiman.com
There are 4 ways to get information from the applicant :
1. Verbally2. Written3. Physically4. Visually
The key is to learn to use tools,not time.
© 2006 HumetricsAll Rights Reservedwww.melkleiman.com
What are other sources of information about an applicant?
5. Customers6. Schools, teacher, etc.7. Credit Bureaus8. Government agencies9. Medical community
1. Past employers2. Present employers3. Co-workers and
friend4. Past and present
managers
© 2006 HumetricsAll Rights Reservedwww.melkleiman.com
It all starts with an application blank, not a résumé
Application blanks tell you what you want to know
Résumés tell you what the applicant wants you to know
It’s all about the waivers
© 2006 HumetricsAll Rights Reservedwww.melkleiman.com
Positioning -Let the applicant know what will happen and what you want:
1. Gather information2. Tell them about the job and the
company3. Answer any of their questions4. Set the expectation about getting the
truth
© 2006 HumetricsAll Rights Reservedwww.melkleiman.com
Interviewing is more than just asking questions
Start with a structureUse tools not timeListen, listen, listenKeep it legal
Ask the right question Ask the hard questionDon’t fall in loveTake notes
Don’t only look for reasons to hire,look for the reasons not to hire.
© 2006 HumetricsAll Rights Reservedwww.melkleiman.com
Using all othersources of information
Interviewing 40%
Testing 40%
References/Backgroundchecks 20%
© 2006 HumetricsAll Rights Reservedwww.melkleiman.com
Follow the formula:
Interviewing 40%
Testing 40%
References/Backgroundchecks 20%
© 2006 HumetricsAll Rights Reservedwww.melkleiman.com
Mel Kleiman, CSP & President, Humetrics
Like what you heard? You might find these books by Mel of interest…
Hire Tough, Manage Easy ($15.95)How to recruit & select the best hourly workers. Includes a complete tool kit.
Recruit Smarter, Not Harder ($15.95)Attracting great people is easier than you think.
267 Hire Tough Interview Questions ($12.95)Everything you need to ask for what you need to know.
So, You Got the Job… Now What? ($10.00)This booklet tells every new, hourly employee everything you’d want to tell them if only you had the time.
180 Ways to Build a Magnetic Culture ($10.00)How to keep your best employees happy and on-board.
For more information or to order, call (713) 771-4401 or visit our website at www.melkleiman.com
© 2006 HumetricsAll Rights Reservedwww.melkleiman.com
“You can dream, create, design, and
build the most wonderful place in
the world, but it takes people to
make the dream a reality.”
– Walt Disney
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