ities to compute or engineer something, but it will not reveal the “staying power” of a person. There is also the personality test, which has become quite popular. Using a series of character-identifying ques-tions, a manager may be able to see positive and negative traits of a candidate. This will help them determine if the person will be satisfied with the job, the salary, their cowork-ers and the nature of the company. It gives an idea of the kind of person he or she is, their likes and dislikes, etc. But again, this will not disclose the prospect of a long lasting relationship. My residential/commercial cleaning company uses personality testing. This confidential test is a series of questions developed to measure a very important compo-nent — attitude. The attitude of a person, more than intelligence, personality or any other trait, is a bottom-line indi-cator of an employee’s potential for long-term employment. The personality test reveals a person’s experi-mentation with drugs and their workplace drug use attitude, their supervisory, work ethic and workplace theft attitudes, their prospects for long-term employment, customer service and their safety and risk avoidance attitudes. The test does not take long and is calculated electronically without any computation by the interviewee. Revamping your hiring practices to include new interviewing techniques can help you avoid trepidation. www.cmmonline.com 15
CMM – Archives July 2010: 15
