Center for Business, Industry & Labor 

              cbil.org

On Target • On Demand • On Site

Consulting Services

IBM client training will be hosted at our DEC Computer Training Lab.  Nationwide Training Alliance has selected CBIL DEC lab as their St. Louis based training site.

Better Hires, More Often

Today’s economy offers many talented job applicants. If your company has a hiring opportunity “Select the Best Hire” is a must. Mismatched hires are time consuming, an unwelcomed expense and a potential drag on productivity. CBIL can help you “Select the Best Hire”!

CBIL’s program is a proven process that will give you the tools to confidently identify the best job applicant for the position. CBIL utilizes the most up to date psychometric tools and methods in measuring physical and cognitive abilities as well as behavioral styles and personality traits. In brief, the “Select the Best Hire” Program has these steps:

1. Teamwork: CBIL can work with your team to determine which job positions can be group together to develop common tools. Identifying different positions that can be grouped together for use of the same hiring tools is a critical selection because it can save money if done correctly and cost money if done poorly.

2. Job Skills and Employee Abilities: CBIL can identify the mission critical Ability, Skills and Knowledge (ASK) needed for the job(s) and the ASK of those employees who are currently in the job(s).

3. Testing Tools and Validation: CBIL can help you identify testing tools that can discern the mission critical ASK in prospective job applicants. Objectivity is key and can only happen when factors such as race and sex are non-influential. CBIL will then apply these tools to your current employees and correlate their scores to their known performance. This will validate the testing tools and associated rating system.

4. Developing the Interview Guide: While the testing tools provide an objective assessment, the personal interview will almost always be used. Structuring the subjective interview with appropriate questions and a rating system can help to standardize a somewhat subjective process. Consistency and standardization are valuable in hiring the right applicant and useful in legal defense as well.

    

5. Training the Interviewer: An interview guide is only as accurate as the interviewer making the rating. An untrained interviewer may encounter a variety of problems that reduces the overall validity of the interview. CBIL will train interviewers to accurately receive & critically evaluate information.

    

6. Post Evaluation: Refining the process after several months of use is a practical step. Even when the process has worked well – there may be changes in the jobs skills that need to be addressed. 6 – 12 months after the launch of the program CBIL can provide a post evaluation aimed at refining and improving the program in small ways.

What are the benefits?

• Increased accuracy of selection decisions
• Objective scoring
• Greater acceptance by job candidates
• Greater legal defensibility

Developing a Select the Best Hire program takes approximately 90-days from Step 1 through active use.

The price is very affordable. The payback is easily achieved by making 3 or 4 Best Hires versus 3 or 4 turnover hires when you consider:

• Advertising, Recruiting and job fair costs
• Screening Process (time to review resumes, data tracking and general correspondence)
• Selection Process (time to interview, assessment and testing)
• New Hire Orientation time and learning curve
• Severance pay when terminating a mismatched hire
• Lost productivity cost from having a vacant position

The value of investing in CBIL’s Select the Best Hire program will surprise you and deliver bottom line results!

Call CBIL Today 314.539.5310!