The surprising and shocking truth about the damage your instincts might be causing you.

Research indicates 93 percent of business owners believe that even with no training they can predict if someone will be a great team member from one of their interviews.

If this confidence was well founded then why do 30 percent of businesses collapse because of employee theft, which they do? Why do 50 percent of employees admit to being in the wrong job, which they also do?

Your instincts are not helping you recruit the right staff.

Interesting research also indicates that 92 percent of decisions are made on instincts However the world is full of charming charismatic confident people who make you warm and fuzzy, but ultimately will lead to your undoing.

John Clark in his book working with monsters says “white collar psychopaths exist in a variety of workplaces. They are individuals who manipulate their way through life and leave an indelible mark on both their victims and society. They are destructive men and women – cunning, cunning, self centered, ruthless and terrifying”. (1)

John suggests that up to three in every one hundred male employees may well be an occupational or corporate psychopath or sociopath. The numbers are slightly less in women however if you take a city like Sydney which has five million in habitants, you may well find 90,000 male occupational or corporate psychopath or sociopath and 30,000 females with the same disposition.

Your instincts will not save you from these people. The world has become far more complex, less trusting and less loyal.

If you consider the statistics below 

37% of resumes are phoney.

25% of employees make up their work history.

85% of University students have admitted to cheating to obtain a degree.

33% of higher education qualifications especially PhD’s are false (2)

Some of the people who falsified their PhD’s took part in medical procedures.

Gut feeling

Yes gut feeling does play a part in any decision making process however I highly recommend you diligently vet candidates before they even sit in front of you. Ultimately your mission as a business owner is to be able to predict if a job applicant is going to be a high performer in the work place.

If you are rash and are beguiled by a charming persuasive applicant and it goes wrong then these people will

• Drain your time
• Drain your energy
• Drain your cash flow
• Drain your passion
• Damage your relationship with your existing clients
• Damage your relationship with potential clients

 Would you like more……………

• Damages your relationship with your team
• Damages your relationship with your family

Is it worth gambling everything because that’s what you are doing if you don’t ask for guidance?

 

“If you keep on doing what you’ve always done.

You’ll keep on getting what you’ve always got”.

 Jack Canfield / Mark Victor Hansen / Les Hewitt

 

1. Clarke, J. (2005) Working with monsters, Random House Australia p292
2. Hughes, T. and Jowitt, M. (1996) ‘Managing people – recruitment,  selection and induction’, McGraw Hill Australia p 88

 

Committed to hiring the right person the first time round and recovering all the costs of the campaign!

 

.David Osborne

www.profitablepersonnel.com

And two crucial secrets to making your team work.

Research suggests that non cash rewards are more effective and less expense than cash rewards. An example of non cash reward is time off and having the choice of working on projects they like. I recently visited a company in Melbourne whose staff set the production goals and all the staff wanted as their reward was to go home when the work was done. Believe it or not the staff set the production targets 25% higher than the management team had ever expected.

This small business is now thriving and has now become a thriving national business, EVEN IN A “RECESSION”. And here’s an interesting point, they don’t hire well trained professionals because professionals have “attitude” and believe everyone should be as knowledgeable as they are, and therefore they tend to talk down to people.

So here are two of their crucial business secrets:

Secret One: They hire based on behaviours not qualifications.
Secret Two: All the systems in the business were so well defined that anyone could come into their business and become productive after 5 days, as long as they had the right behaviours.

Would you like a 25% increase in your team’s profitability?

If you want to change employee behaviour research reveals that the reward will need to be between 5 to 8 percent of an employee’s salary…IF YOU USE CASH. The facts are the best rewards are not cash and they are far more effective. Non cash rewards that are effective are often only half the value of cash rewards, but believe it or not they are far more effective!

Here are nine cheaper and far more effective ways to reward staff that than money.

1. Recognition
2. Time Off
3. A piece of the action
4. Favourite work
5. Advancement
6. Freedom
7. Personal growth
8. Fun
9. Prizes.

Secret Three: The funny thing is staff are often far more satisfied when obtaining non cash rewards and the research suggests staff satisfaction drives your businesses profits sky high.

A recent survey conducted by the Gallup organisation looked at employee attitudes and the impact on business outcomes. They found that businesses where employees had high job satisfaction also had:

22% higher productivity, and

27% higher profits!

Do you want 27% higher profits?….if yes here are the steps.

Step One: Hire your staff on their behaviours not their qualifications.
Step Two: Reward your staff with non cash incentives.

Are you great at picking the right staff the first time round?
Are you able to focus on growing your business and not managing problem staff and their toxic behaviours?….If no then

“Learn from the mistakes of others.
You can’t live long enough to make them all yourself.”

(Eleanor Roosevelt (1884-1962) First Lady of the USA 1933- 1945).

The Profitable Personnel Recruitment Program has examined numerous methods of getting staff who have the right behaviours and through trial and effort we have refined a process that works. That’s why there is a double your money back guarantee. If you are not a selection specialist and you seriously want 22% higher productivity, and 27% higher profits then there is a way to achieve this and that’s by using Profitable Personnel Recruitment Program.

“Profit is the applause you get for taking care of your customers and creating a motivating environment for your people.”

Ken Blanchard – Jim Ballard – Fred Finch
Authors of Customer Mania

Committed To Building Your Business With The Right Staff.

www.profitablepersonnel.com

Phony resumes are dangerous for your health!

 A hospital in America was recently found negligent in hiring a kidney transplant coordinator who was unskilled in reading medical charts. As a result, a patient was given a transplant of a cancerous kidney, which resulted in his death. Only in America I hear you say, well perhaps not.

Over 37% of resumes are phony, over 85% of University graduates have admitted cheating whilst at University and one third of all higher education qualifications are false especially PhD’s.

So here are seven secrets to spotting phony resumes and eliminating deceitful duds from infiltrating your business:

 1.    Ensure applicants who say they have degrees and certificates provide the original certificate then ring the College or University and make sure the number on the certificate is valid.

 2.    Ask candidates “who were some of the lecturers who taught them” and then check with the University.

3.    Words on the resume like, “more than”, and “over” suggest the applicant is exaggerating.

4.    Ensure the applicant is very clear on the achievements they suggest are theirs and if possible narrow them down to numbers, dates and actual figures, so you can undertake a very precise check on their claims.

5.    If someone has been reassigned or their work has been reorganised, then there may well be a deeper darker implication behind the use of these words.

6.    Other words that should trigger suspicious interest are, conceived, managed, and implemented. Check exactly what they mean by the use of these words in their resume.

7.    If a resume states they were self employed and now out of work and looking for a job, this often signals employment issues that should be investigated.

 The moral of the story is vet the resumes thoroughly and don’t be a negligent recruiter. The best way to get it right is to follow a done for you process. The Profitable Personnel Business Owner’s recruitment process is a done for you system that is easy to use and gets brilliant results.

Committed To Building Your Business With The Right Staff.

www.profitablepersonnel.com

According to a leading recruitment specialist Brad Smart, 75% of recruitment decisions are wrong. One of the reasons for this is ‘conversational blindness’. This means we often have an inability to detect a discrepancy between the question asked and the answer delivered, or in lay terms a smooth talker can easily slip us a fast one if they are confident.

Research from Harvard Business school reveals that that “a successful dodge occurs when a speaker’s answer to the wrong question is so compelling that the listener both forgets the original question and the answer they were wanting to hear”. So it is easy if you are smooth and confident to completely dodge a question and answer another question and have the interviewer eating out of your hand. So you need a few more tools to help you spot the interview liar.

There is no foolproof method to spot a liar. However if you find a number of the following indicators all occurring at the same time, then you may be talking to a liar.

1. Liars sweat and fidget because they are uncomfortable with their lies.

2. Eye contact should be made for about seventy five percent of any conversation. Liars avoid making eye contact for this duration and often look down.

3. Liars use their hands to stop the lie from coming out, and so hands that come up to the face or cover the mouth, or even scratch the nose or ear, are indicating that a lie has been said.

4. The pupils of liars appear dilated and the vocal pitch is raised.

5. There will be a timing difference between the spoken word and their accompanying facial expressions.

6. When the liar smiles it is often a false smile where only the muscles around the mouth are used. A natural smile can be seen in the eyes squishing and displaying “crows feet’ from the corners.

7. Liars are less cooperative than those telling the truth.

8. A Liar will lack details about an event, and their story if questioned on a number of occasions it will have inconsistencies.

9. Liars like to change the subject and often use humour to sidetrack the conversation.

10. Liars often use saying to evoke trust like “trust me”, or “I’m as honest as the day is long”.

If you want to reduce workplace conflict turnover and managerial stress, it would be a good idea to become fluent in the language of behaviors because they reveal far more than the spoken word.
 

  

Committed To Building Your Business With The Right Staff.

www.profitablepersonnel.com

This technique is so obvious but is over looked by 95% of employers.

On average the unhappy customer will tell 11 people who will each tell 5 other people. So that’s 55 people who get to know how peeved off they are if you give them poor service. Word of mouth communication is strong powerful and very informative.

The words we use tell us all about the type of people we have around us. So let’s do a quick test. Which of these phrases below belong to a Good Employee or Poor Employee?

“I don’t get paid to do this!”
“Not too bad!”
“You know why I don’t like”
“Tell someone who cares”
“It may be possible, but it’s difficult.”
“That Emma is a real bitch.”
“That’s not my job.”
“I am tired and fed.”

Clearly none of these phrases are good employee phrases. They are a string of negative words uttered by negative employees, who have drained their own energy, and who will drain the energy and vitality out of your customers. Positive customers will be irritated by this type of toxic staff member, and they will tell others, and they will not rebook. This will cost you money, energy, and drain your passion for your business.

Fact One: Not all teams of employees are negative and toxic.

Fact Two: Great staff know the type of teams they want to work in and they don’t strive to get into negative working environments with negative employees.

Fact Three: Business building staff do not speak using negative language.

So how do you know if you have a DUD team member? Answer: by the way they talk. This technique is the CAVE technique (The Content Analysis of Verbatim Explanation Technique). You can tell all about someone by the way they talk about their life. This technique has been used to successfully to predict who the electorate will vote for in an election, and has been successful in the last nine out of ten North American presidential campaigns.

Interestingly the technique looks at the words someone uses and how it impacts their colleagues the voters or the staff. The colleagues, voters and staff did not know about the technique, they just knew they either liked or did not like someone because of the words they used. So your customers could be in the exact position, they just know that you have a staff member who is extremely negative and it turns them off from undertaking more business with you.

So let’s be clear here. Even if someone is technically good at their job, stinking thinking will be shown in the way they talk. What people say tells you all about the type of person they are. Customers also know when you have toxic and negative staff, but they will not say anything to you, they will just look for another business to go to.

Fact Four: Only 3 out of every 100 customers will give you honest up front feedback when they are peeved off. The other customers will tell you what they think by not coming back.

Great News!

You can use this same knowledge to select great employees once you have the right questions in front of you.

Don’t you deserve employees who say:

“Let me do it for you.”
“Let’s give it a go”
“I am looking forward to”
“Sure I will come in on Saturday if you need me”
“I understand”.
“I’ll stay back and give you a hand”
“Can I help”
“I am feeling good today, how are you?”

How much value do you place on having people who talk this way? What value do you place on being able to easily and quickly tell if someone has a case of stinking thinking before you even bring them in for an interview? If you value this highly don’t reinvent the wheel. The Profitable Personnel Business Owner’s Recruitment System has ten “Done for you” examples of how to screen out the DUD’s over the phone, and only ever select the very best, positive and happy staff into your business.

“It is a funny thing about life: If you refuse to accept anything but the best you very often get it.”

W. Somerset Maugham

Committed To Building Your Business With The Right Staff.

www.profitablepersonnel.com

The FOUR secrets you MUST know when hiring great staff.

Have you ever been out socialising and met someone who had fantastic looks a great body and an okay personality and thought that would be someone you would like to “hook up with”. It’s probably happened to all of us at one time or another and then we find out a short time later, that the person we hooked up with might have had nice looks, a great body, but even though they seemed great, when you found out more about them you knew they were not right for you. In other words they were a DUD!

Well this is the same hiring technique that most employers use and it is deadly for their business, it’s called the appearance trap. Most business owners place an advert for a new staff member, and then after vetting the resumes invite the applicant in for an interview.

You have now just stepped into the selection mine field and someone is going to get hurt.

When we see good looking people we believe they are more sensitive and intelligent, interesting, exciting, and worthwhile. In short we are more likely to employ them on their looks than on the facts. Many companies place a premium on image and looks, because attractiveness and height is subconsciously linked to a perception of greater intelligence, vitality and dynamism.

However, good looking tall people are no more effective than the rest of the population.
And this is what the rich know, they know that it is not how you look or what qualifications you have, but the results you get from your work that counts. Plus they also know there is an epidemic of dishonest people and that 37% of resumes are phoney and 25% of employees make up their work history. So you don’t judge a book by its cover but what they what results they actually achieve.

Secret One: The very last step in any recruitment process should be the interview!

Before you invite anyone in to see you, they must have either filled out a selection criteria or an application form.

Secret Two: You then need to ring the candidate up and screen them over the phone. The whole screening process is laid out in the Profitable Personnel Business Recruitment System.

Secret Three: After the phone screen you need to then check references. Yes check references before they come in to see you.

How do you EVER find out about anyone’s past record of work? Answer: Not from what they tell you, but by using behavioural reference checks. Proper reference checks are crucial. Why would you hold an interview, decide you like someone, only to find out later from a referee they were a DUD?

Secret Four: And here is another crucial piece of knowledge. They don’t tell you who you can talk to for references, You Tell Them, Who You Want To Talk To.

Men step into selection minefields all the time.

Research undertaken at a college dance revealed that even though the males were told they had been paired by a computer with someone who was more suitable, the males rated how well they got on with the female based on their looks.

So in summary, going from advert to interview is highly dangerous, it’s like stepping into a mine field, someone is going to get hurt. Smart businesses don’t reinvent the wheel they find the tried and tested answers. If you want a recruitment process that is tried and tested, then have a look at the Profitable Personnel Business Owner’s Recruitment System.

“Learn from the mistakes of others.
You can’t live long enough to make them all yourself.”

Eleanor Roosevelt
(1884-1962)
First Lady of the USA 1933- 1945.

Committed To Building Your Business With The Right Staff

www.profitablepersonnel.com