What Is Scale Factor In Math latest 2023

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Hire Millennials Who Are Hightly Productive & Low Turnover

My hiring research using pre-employment testing and in-depth interviews reveals common negative comments about hiring millennials. Yes, I notice managers and publications expressing panic , concern and disdain for Generation Y.

Observation: Criticisms and complaints about Millennials are essentially the same criticisms and complaints expressed about all other generations. This includes Baby Boomers, Gen X, Millennials, Millennials, and any other so-called “generation” with a cute tag.

RESEARCH ON HOW TO HIRE THE BEST

In my research to help companies hire great employees, I always tailor pre-employment tests to suit. To scientifically personalize pre-employment benchmark test results, I ask the company to test some of its best employees for each position. I call these employees “superstars”. These wonderful employees have two important factors: they are both

1. Very productive

2. Low turnover

When testing superstar employees to create personalized benchmark pre-employment test scores, I NEVER request, uncover or consider personal or genetic data, including whether the person is millennial. I only use pre-employment assessment or testing data that is (a) factual and work-related, and (b) not related to non-work-related factors.

Results: Superstar employees succeed in their jobs, whether they are millennials, Gen X, Y, Z or baby boomers!

EXAMPLE 1: HIRING WONDERFUL REPRESENTATIVES

For example, say a company wants to test candidates so they can hire great, superstar sales reps.

First, I compare the pre-employment personality and intelligence test scores of the company’s top sales reps, who are both high-productivity and low-turnover.

My research often (but not always) reveals that superstar sales reps score high on tests on six personality traits:

* Financial motivation

* Motivation to follow up

* Friendliness

* Team work

* Self-confidence

* Optimism

Additionally, I sometimes find that a company’s top sales reps also score high on three intelligence test scales:

* Ability to solve problems or reason

* Ability in arithmetic or mathematics

* Ability to handle small details

Note: A person of any generation, age, or gender can score high on tests on these six personality test scales and three intelligence test scales. Candidates who score high on these nine pre-employment test scales may be millennials or any generation!

EXAMPLE 2: HIRING EXCELLENT WORKERS

Another example: let’s imagine that a company wants to test candidates so that it can hire productive, low-turnover blue-collar workers, such as a Warehouse Worker.

For blue-collar pre-employment testing, I use two tests: (1) reliability or trustworthiness test and (2) intelligence or mental aptitude tests.

I start by getting pre-employment testing from the top superstar warehouse workers in the business. From there, I statistically find benchmark or test scores typical of the company’s top warehouse workers, who are highly productive and low turnover.

Recently I did this with a company and found that their best warehouse workers scored high on reliability or reliability tests on six measures.

* Honesty

* Work ethic

* Think first (don’t be impulsive)

* Do not steal

* Not be a drug addict

* Ability to handle small details

They also achieved average scores on two intelligence test scales:

* Ability in arithmetic or mathematics

* Ability to handle small details

Notice: Any Millennial can get these results on the pre-employment tests. The candidate’s age or generation has nothing to do with whether or not a candidate achieves similar pre-employment test scores to superstar Warehouse Workers or other employees at that company.

RECOMMENDATIONS TO HELP YOU HIRE GREAT GENERAL EMPLOYEES

First, during pre-employment testing, do research to create custom benchmarks based on your company’s top superstar employees in each job.

For white-collar jobs, use personality tests and work-related intelligence tests.

For blue-collar jobs, use reliability (reliability) tests as well as work-related intelligence tests.

Test superstars in every job that are both

1. very productive

2. low turnover.

From these benchmark tests, statistically determine the custom benchmark test scores for each job in your company.

Second, ask candidates to take any pre-employment tests or assessments.

When a candidate’s pre-employment test scores fall within benchmark test scores, you should seriously consider hiring that person, whether they are millennials or any other generation.

But, if a candidate’s test scores fall outside your personalized range of benchmark test scores, you should look for better candidates who have work-related qualities more similar to those of your highly productive employees and low turnover.

Focus on hiring someone who objectively possesses similar job qualities as your best employees. Disregard the so-called generation of the applicant.

This scientific method of hiring makes it irrelevant that the candidate is a Millennial. So it’s wise to use personalized pre-employment testing and other screening methods in your quest to hire great employees who are both high-productivity and low-turnover!

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