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The decision to
add this extra step to her hiring process
was fueled by a succession of experiences
with employees who failed to disclose vital
information. “We interviewed them and
checked their references, but there would
end up being something they hadn’t told us
that would’ve influenced our hiring
decision,” she says. For example, she
brought on an employee who was planning to
leave town a few months later and another
who didn’t have means of transportation.
“We’d hire people who didn’t show up for
work or were arrested on their way—all kinds
of crazy stuff you can’t account for,”
Mitchusson says. With the help of employee
screening, applicants in these situations no
longer make it through The Face and The
Body’s hiring process.
When hiring therapists, Mitchusson uses a
test called the Insure Survey from
Hiring Solutions.
It consists of 141 multiple-choice questions to be completed in an allotted time. Mitchusson submits the answers to the Hiring Solutions website; (Cost $15 – $21 depending on volume) and then receives a report back that grades the applicant in the following areas: integrity, attitudes about substance abuse, reliability, and work ethic. A distortion score, which considers how candid and frank the test taker was, is also given. Distortion scores range from 9 to one.
“We won’t hire anyone with a score of less than six,” Mitchusson says. “We tested it ourselves and found that all our best staff, from service providers to general managers, scored above six.”
With six as her benchmark, she concentrates on traits that are most important to her and is a bit more relaxed about others. “I look for high ratings in reliability and integrity, but I’m willing to overlook a slightly lower score on attitudes toward drug use,” Mitchusson says. “I recently tested someone who had a reliability of seven and integrity of eight, but a drug use attitude of five. I still hired her because it’s the generation in which she’s been raised that’s shaped her attitudes. It doesn’t necessarily mean that she be a drug user."
Most people are surprised by the accuracy of the tests, “At first they doubt the results when they find a candidate they really like. But when they hire against the test, they often realize it was correct.” Mitchusson has experienced this firsthand. “Every time we’ve gone against the test, the employee hasn’t worked out,” she says. “When we trusted it, I’d say about 90% of those applicants worked out.”<br /> <br /> In addition to the Insure Survey, The Face and The Body’s Mitchusson use tests that measure practical skills essential for positions in her spa. These include Personality Plus for potential general managers and the Sales Plus and Johnston Index for front desk staff. The Johnston Index assesses candidates’ abilities in Problem Solving, Mathematics, Vocabulary, and Spelling (with a perfect score being 12.) “I couldn’t employ someone with a score of less than four in vocabulary, as this indicates they can only speak affectively with peers and wouldn’t be a good match for the front desk,” she says.
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"Eliminating injuries from our workplace by focusing on the effects of behavior rather than just systems and regulations has made a difference.”
For the past few years, we, at All Building Corporation, have been using your Insure Survey for the purpose of pre-employment assessment. While our labor shortage hasn't gone away, we've realized that the need for improved recruitment, selection and retention of qualified employees still remains crucial. The wrong hire leads to more that just lost time and productivity.
Prior to using The Hiring Suite, our procedure for screening applicants was not equipped with the necessary tools to aid us in making an educative hiring decision. Not only has your software program provided us with one of those tools, but your support and guidance has been excellent.
Best of all, we are convinced that since we have established a consistent hiring process, we have experienced less turnover and have reduced our costs due to poor hiring decisions. Our Experience Modifier has dropped from 1.02 to .89. Eliminating injuries from our workplace by focusing on the effects of behavior rather than just systems and regulations has made a difference. In judging the effect of bad experience on the profitability of a business, the most obvious coverage affected is Workers Compensation Insurance. Changes in the Experience Modification can quickly increase or decrease Workman's Comp expense. In addition, for each dollar spent there are two to four times the costs associated with hidden costs.
In sum, the decision to use The Hiring Suite to improve our hiring process has improved production down times, quality assurance, employee morale, customer retention and reduced insurance premiums. Thank you for your support over the past few years, and introducing us to The Hiring Suite.
Janice K. Trosvig
President All Building Corporation
Jan@Allbuilding.com
www.Allbuilding.com |
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"We found the results to be very accurate and useful for coaching and performance reviews.”
We are very happy with the results we've gotten from using your software.
We recently launched a recruiting campaign to hire construction workers. We had 197 responses to our ad and, in order to find the best 15 candidates, we used the Hiring Suite to help us make our decisions. We administered Insure Survey and Johnston Index to approximately 30 candidates and found the results to be informative and accurate (as far as we can tell so far).
Further, we have used the Personality Plus (in addition to the other two) on our Field Superintendents. We found the results to be very accurate and useful for coaching and performance reviews.
Overall, the software is a very useful tool to help screen potential hires and use as aid for improving current employees.
Tony Stanley
Service Manager
Olympic Pools, Inc.
tstanley@olypools.com |
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| Suncoast AutoBuilders Inc. |
"Hats off to Hiring Suite for making good use of the Internet technology, which makes better use of my time!”
Testing an applicant using the Internet Web site is very convenient and easy to set up. It's an efficient way to administer the test, particularly to those candidates who are being interviewed off site.
But the real bonus is having the results automatically scored and sent to us via e-mail. Today I had to manually score a test -- the first in a long time -- and I really appreciated the difference. My biggest concern about manual scoring has been the risk of making a wrong entry; the Web site scoring eliminates any room for human error.
Hats off to Hiring Suite for making good use of the Internet technology, which in turns makes better use of my time!
Pat Grove
Executive Assistant
Suncoast AutoBuilders Inc.
pat@suncoastauto.com
www.suncoastauto.com |
"Maryanne has helped me interpret some unusual profiles that I didn't understand. I wish all vendors were as attentive.”
I'm staffing a large sales force and we test for motivation, behavior and sales skills before all hires. The Managing For Success tests are very valuable for determining underlying characteristics which don't always come out in the interview. They've also made me a much better interviewer because I know what to look for.
More often than not, the profiles are used to help detect areas for improvement and to align the new hires with their best attributes. For example, it allows us to know in advance whether the candidate will be a better hunter or farmer, both extremely important roles for our growing business.
And working with Hiring Solutions has been great; I get a .pdf file of the results within seconds of the test being completed. And Maryanne has helped me interpret some unusual profiles that I didn't understand; I wish all vendors were as attentive.
Thanks for providing such a valuable service for our most important critical success factor….Hiring great people.
Rick Tacelli
Vice President of Sales NeuCo
Tacelli@NeuCo.net
www.NeuCo.net |
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