Recruiter News Line

Question = Do you want to hire productive and dependable people for your company’s “Blue-Collar”

jobs?

Note:  “Blue-Collar” jobs are
-  Unskilled jobs
-  Semi-Skilled jobs
-  “Lower-Level” jobs

Examples of “Blue-Collar” jobs include laborers, warehouse workers, shipping and receiving employees, care-givers, janitors, store clerks, plus other “lower-level” jobs.  Often, the highest education level of employees in such jobs is GED or high school.

Hiring dependable “Blue-Collar” employees is difficult.  So, I conducted in-depth research to
A.  identify qualities managers need and want in “Blue-Collar” employees
B.  create a test that forecasts – or predicts – those important qualities

MANAGERS WANT “DEPENDABLE” EMPLOYEES

My research found managers want “dependable” employees for “Blue-Collar” jobs.  So, what are specific qualities of “dependable” employees?

The results identified five important “dependability” factors that managers must find out about – before hiring a “Blue-Collar” job applicant:
1.  Honesty
2.  Work Ethic
3.  Impulsiveness [a cause of safety problems and accidents]
4.  Theft / Stealing concerns
5.  Substance Abuse concerns

5 DEPENDABILITY FACTORS PREDICTED BY NEW PRE-EMPLOYMENT TEST

Let’s look at the five crucial “dependability” factors.

1.  HONESTY
Problem:  Some job applicants try to fool you on a pre-employment test.  Such fakers try to answer questions so they seem ‘better or different’ than they really are.  Solution:  A good pre-employment test will “catch” – or find out – if the applicant displays honesty.

2.  WORK ETHIC
Managers crave to hire applicants who will put in a day’s work for a day’s pay.  That shows a strong work ethic.  Problems arise when a company a job applicant with a lousy work ethic.

3.  IMPULSIVENESS
Fact:  Impulsive employees cause many costly problems, such as
>  Accidents
>  Safety violations
>  Worker’s Comp claims
Imagine how much more productive and profitable your company would be if you hired employees who think before acting  and are not impulsive.

4.  THEFT / STEALING CONCERNS
Stealing is an expensive problem.  Many items at your company probably get stolen.  So, it is crucial to predict how concerned you should be that a job applicant might be a thief.

5.  SUBSTANCE ABUSE CONCERNS
Many “Blue-Collar” employees show up at work with alcohol or drugs in their systems.  That may (a) violate your substance abuse policy, (b) reduce productivity, and (c) increase accident.  As such, managers must evaluate applicants to help predict possible substance abuse concerns.

UNIQUE DEPENDABILITY PRE-EMPLOYMENT TEST RESEARCH & DEVELOPMENT

Creating a pre-employment test to help hire dependable “Blue-Collar” job applicants presents some unique problems that require unique solutions.

A.  Easy Reading Level
Many job applicants for “Blue-Collar” jobs have limited reading skill.  The highest educational level of many applicants for lower-level jobs is only GED or high school.  So, the questions on the pre-employment test must be very easy to read.  To assure this, I took my research questionnaires to a fast-food restaurant in a very bad neighborhood – an area where most residents have only a GED or high school education.  I asked customers to read my research questions, and point out words or phrases they did not easily grasp.  For example, few of them knew the words “uncertain” or “boast.”   I made the wording very easy to read.

B.  How Can a Test Predict Theft/Stealing?
My research for the new pre-employment test needed to create a scale to predict if a job applicant might steal.  That is difficult to predict.  Solution:  I got hundreds of prisoners in jails to fill-out my research questionnaires.  Those prisoners were locked-up for stealing crimes – so they definitely were thieves.  It is exceedingly hard to get permission to do research in jails, but I managed to get permission.  Also, prisoners filled-out my questionnaires while the prisoners and I were locked in their cells or adjacent rooms.  They were locked-up so they could not escape.  The problem is I had to be locked in their cells or rooms with them while they answered my questionnaires.  Unfortunately, no guards sat in the locked cells with me.  I must say I heard and saw things I never knew existed.  On each of dozens of days I did my research in jails, it took me 2 – 5 hours to calm down after I left at the end of each day.  Fortunately, I collected fantastic data to create a theft/stealing part of the pre-employment test that significantly differentiates non-thieves from thieves.

C.  How Can A Test Forecast Substance Abuse Concerns?
Another thorny issue was my research to make pre-employment test questions that help predict if a job applicant might present substance abuse concerns.  For this, I had substance abusers fill-out my research questionnaires.  How did I find substance abusers?  That, too, was difficult.  Finally, I made special arrangements to get my questionnaires answered by hundreds of people who had been convicted of substance abuse crimes, specifically, DUI and/or drug possession.  Then, I statistically determined which of my research questions best predicts if a person might be a substance abuser.

RESULT = NEW PRE-EMPLOYMENT TEST TO HELP HIRE DEPENDABLE “BLUE-COLLAR” EMPLOYEES

The final pre-employment test made the difficult, in-depth research worthwhile.  The final test has very good statistical validity and reliability.  That means the new pre-employment test can make very accurate predict if an applicant might make a dependable employee.  It forecasts the five important “dependability” factors that managers need and want to know before they hire a job applicant for a “Blue-Collar” job:
1.  Honesty
2.  Work Ethic
3.  Impulsiveness [a cause of safety problems and accidents]
4.  Theft / Stealing concerns
5.  Substance Abuse concern

Also, since many applicants for “Blue-Collar” jobs are not very ‘verbal’ in job interviews, the new pre-employment test even offers specific interview questions a manager can ask each applicant.

Predicting these important dependability factors is difficult.  Fortunately, the new pre-employment test makes it
*  do-able
*  quicker
*  easier

Companies seeking top outsourcing leaders will now have a new resource to locate certified professionals with the release of the The International Association of Outsourcing Professionals’™

first directory of Certified Outsourcing Professionals™ (COPs).

Available online and in print, the 2008 COP Directory contains more than 150 individuals currently working as outsourcing customers, providers and advisors around the world who have obtained their industry’s professional certification validating their outsourcing experience and knowledge.

The directory contains the names, titles and companies of professionals from nearly 20 countries in a wide range of industries, including corporate teams from leading companies who are supporting the program. Many COP biographies also are available online.

In addition to spotlighting the best in the industry, the new directory also is aimed at helping companies connect with the outsourcing professionals that can best meet their business needs.

“As the COP designation becomes more widely known, companies increasingly are looking to IAOP to find professionals who hold this prestigious certification and who are recognized as outsourcing leaders,” said Michael Corbett, IAOP chairman.

“In fact, because of the common language COPs speak and the high quality standards to which they adhere, IAOP is seeing a movement by outsourcing companies to seek COPs in their search for talent and we only expect that to increase,” he said.

Launched by IAOP in 2006, the COP designation distinguishes individuals as leaders in the field of outsourcing and has become a globally recognized standard of excellence.

The certification powerfully demonstrates that these professionals possess the experience and knowledge required to design, implement and manage outsourcing initiatives that have a high probability of achieving an organization’s intended outcomes.

“Becoming a COP promotes an environment where all of the parties in an outsourcing business relationship have a common and shared professional knowledge, approach and commitment to mutual success,” said Kimberly Maneeley, Director of Professional Development at IAOP.

IAOP has developed a number of new programs and initiatives to help professionals achieve the COP designation, including:

– A new COP Bridge Program that allows professionals to apply approved training and education courses from outside institutions toward earning the designation
– Expanded COP Master Class training globally, with new sessions next month in Malaysia, Spain and the U.S.
– A new class to prepare professionals for the mandatory COP exam to be held for the first time this December in Chapel Hill, North Carolina

For more information on the COP program, visit www.outsourcingprofessional.org.

Mountain View, CA –  Today, Simply Hired launches international job search websites for Canada (www.SimplyHired.ca)

, the United Kingdom (www.SimplyHired.co.uk), Australia (www.SimplyHired.com.au) and India (www.SimplyHired.co.in). The sites will include over 1.5 million job listings aggregated from the leading job boards, content websites, newspapers, organizations and company career pages from these four countries. Simply Hired continues to be a comprehensive job search engine with over seven million jobs worldwide and counting.

“The launch of these websites is an integral part of Simply Hired’s effort to expand our mission in building the largest worldwide job search engine,” states Gautam Godhwani, Co-founder and CEO of Simply Hired. “We want to continue making the job search process a positive experience globally and leverage the successful business model we have built in the U.S.”

By aggregating job listings from around the Web, Simply Hired offers a “one-stop shop” for job seekers. Job seekers simply type in a keyword and location, and Simply Hired returns relevant job postings from hundreds of sources, so users avoid conducting multiple searches on various sites.

These international Simply Hired sites also incorporate a number of advanced features to make finding a job a more enjoyable experience. Job seekers can utilize the browse tool to view jobs from specific occupational categories or filter their results by location, job type, education and experience. Job seekers also have the option to perform an advanced search to return job listings that match specific criteria and have the ability to view only the jobs added since their last visit.

“Simply Hired not only wants to provide consumers with a tool to simplify their job search, but can benefit employers and publishers as well,” says Sachin Shah, Director of Product Management. “As we expand globally, we intend to create solutions that will continue to benefit the whole Internet recruitment industry.”

For recruiters and direct employers, Simply Hired offers the ability to add their jobs into these international sites through a job feed. They can also advertise their employment brand via premium display ads that appear on relevant search result pages. To express interest in including jobs, visit any Simply Hired international site and click the “Add Jobs” link at the bottom of the page. For more information about advertising with display ads on Simply Hired, please contact displayads@simplyhired.com.

For the publisher community such as job boards, bloggers and content sites, Simply Hired can provide additional, relevant job listings to supplement existing content. By including job listings on their sites, publishers can improve their visitor engagement and increase traffic. Simply Hired currently powers the international job channel for MySpace UK, and supplements LinkedIn’s job board with millions of job listings from Canada, the United Kingdom, Australia, India, France, Germany and Spain. For more information about incorporating Simply Hired international job search content on your site, please contact partners@simplyhired.com.

USTransferPricing.com, the leading transfer pricing site and eTaxJobs.com, the leading tax jobs site have joined forces to launch a new transfer pricing jobs board. The transfer pricing jobs board includes more than 180 positions, most with annual salaries of over $100 thousand and excellent benefits.
Lawyers, accountants, and economists with transfer pricing skills are likely to find opportunities for career advancement at highly-respected companies by visiting the transfer pricing jobs board, which can be found at www.USTransferPricing.com/

jobs.html. By a similar token, companies seeking talented transfer pricing professionals to join their team can post openings directly to the jobs board using a simple form.
Transfer pricing has been identified by international finance executives as the number one tax issue affecting their companies’ bottom lines. Because transfer pricing requires both financial and legal aptitude, the pool of available candidates to take on these challenges is limited. The transfer pricing jobs board is uniquely positioned to meet this need, matching qualified professionals with leading companies, government agencies, and other organizations.
The new transfer pricing jobs board brings together two of the leaders in their respective fields.
USTransferPricing.com, the leading transfer pricing web site, provides articles, a transfer pricing event calendar, legal and regulatory resources, and other tools relied upon by leading transfer pricing professionals. The site is produced by Global Business Information Strategies, Inc., the publisher of the Tax Director’s Guide to International Transfer Pricing, which is rapidly gaining recognition as the leading book on the subject.
eTaxJobs.com is the leading international tax jobs web site. Its technology powers the transfer pricing jobs board.
“We are very excited about this opportunity to work with eTaxJobs.com to create a jobs board for USTransferPricing.com,” said Ken Parker, President of Global Business Information Strategies, Inc., the publisher of USTransferPricing.com. “Chris Bale and his team at eTaxJobs have built the world’s largest and most user-friendly tax careers site and we are delighted to leverage their technology and expertise to serve our transfer pricing audience.”

“I am delighted to be working with Ken Parker, who is a highly regarded publisher within the Transfer Pricing and International Tax markets. Transfer Pricing specialists are able to move cross-border with ease and there are currently insufficient experienced practitioners in the global market to meet client demands. This partnership with USTransferPricing.com will allow US TP specialists to access both domestic and international opportunities ” said Chris Bale of eTaxJobs.com

Employers who wish to grow their sales by hiring good sales people can use a potent sales assessment tool from Dan Joy, Inc. The company’s sales assessment tools go above and beyond just a psychometric test. Online career businesses can add a lucrative revenue stream and increase their profits by incorporating sales assessment tools into their career website, resume website, job board, job bank, resume database or employment portal for automated sales applicant screening and sales assessment testing. For a limited time only, employers can get 10 FREE Sales Assessment Tests at http://www.danjoy.com/

Many employers are deluged with sales resumes, but have no way of knowing who can really sell. So, they often tend to hire someone with whom they “feel comfortable”

, who is “like them”, who “looks good”, or has “industry knowledge”. None of that necessarily means that the person can actually sell. The JOY Sales Tests ™ can help reduce subjectivity and guesswork, and help employers make more objective hiring decisions.

Here’s why The JOY Sales Tests ™ are different, and better than Psychometric Tests:

1. Accurate: The JOY Sales Tests ™ go above and beyond the mundane psychological and personality tests by testing for Total Sales Ability ™ — the actual street smarts of professional selling. They test for Sales Prospecting Ability, Objection Handling Ability, Sales Closing Ability and much more.

2. Efficient: Employers save time, and avoid interviewing any non-candidates. Robust 2-Step sales testing protects against candidate substitution.

3. 1-page Report Card: Clear, concise and easy to understand 1-page Report Card for each sales assessment test (compared to the unwieldy test reports of other sales assessment tests which can run into up to 20+ pages per candidate).

4. Convenient: The fully integrated online system organizes, tracks and saves the sales testing progress, scores, etc., even for a large number of candidates.

5. Seamless Integration: The sales assessment tools can integrate with existing sales resume databases, applicant screening and candidate evaluation systems.

Employers can get 10 FREE Sales Assessment Tests at http://www.danjoy.com/

Core3, Inc., has announced the launch of their HR On DemandSM   platform and service offering.  HR On DemandSM effectively automates all HR-related activities and provides administrators and employees with the full functionality of an enterprise-class, web-based HR Information System.  Designed specifically to meet the needs of small to midsize companies, HR On DemandSM securely provides anytime, anywhere access to critical employee information and HR processes.

“We have been delivering HR outsourcing services for several years, but this new delivery model integrated with our payroll outsourcing solution allows us to provide comprehensive HR services that better fit our clients’ needs,” said Chris Creaney, President of Core3.  “Core3 understands that now more than ever businesses require a solution that improves efficiency by providing around the clock services, reduced paperwork and decreased processing times.”
While HR on DemandSM was designed to fit the needs of clients with several thousand employees, Core3 plans to target businesses between 100 and 500 employees.  Core3 will begin transitioning clients to the new platform effective immediately.

This report includes eye-opening research on common hiring practices that are counter-productive and crash hiring success rates.
By reading this report you gain insights from more than 25 years of hard-won experience. You will come away with easy-to-apply, practical tips on how to conduct more effective interviews with better results.
Here are 13 topics addressed in this report, which provide fresh viewpoints and answers, as novel as they are effective.

What you will find:

1.   What is the “money pit” of the corporate world?
2.   What did a survey of 52 companies reveal about the cost of an executive hiring mistake?
3.   How many lost work-hours on average does a company squander when a poor executive hire is made?
4.   What are the 2 most consistent mistakes companies make in executive hiring? (And how to overcome these.)
5.   What did a Big 10 University discover about the accuracy of current interviewing practices? (You may be shocked at the results.)
6.   Is the job interview, as we know it, dead?
7.   What shift of viewpoint do you need to know about and execute in order to improve your hiring results now?
8.   What is the one major disadvantage you have when you sit down to conduct an interview?
9.   What single, critical factor do you need to know to improve your hiring “batting average” right now? (Get this one right, you’ll watch your success rate soar–get it wrong and find your time/efforts wasted.)
10.   Learn why one company’s recruitment “slam-dunk” turned into a last minute loser and how to avoid this mistake. (Case study)
11.   What will increase your recruitment ROI right now?
12.   What is the one axiom of hiring that you need to know now to make your negotiations more successful?
13.   Regarding the candidate mind-set, what is the inverse relationship you must be aware of before you enter into a salary negotiation?

In this report, you will find answers to each of these questions. So, you will come away with increased knowledge, but also with practical, how-to information you can implement in your organization immediately, to improve your hiring results, immediately!
Although this report is geared toward executive-level hiring in technology fields, the information can be applied at all levels of any organization.

We are offering this report free to you and exclusively from this site. You simply need to complete the registration below to receive your copy of this Free Report.

Bonus:

As an additional bonus for requesting our report, we are offering at no cost, Part 2 of this report. Part 2 will be emailed to you as a series of short, but powerful and practical strategies, which will make your preparation to conduct effective and successful interviews easy. This is vital information for anyone who has to integrate interviewing into his or her tightly scheduled days.

This report and bonus is available at: http://www.boyle-associates.com/report

Also, you may send an email to info2@boyle-associates.com

About: JP Boyle & Associates is an Executive Search firm that serves emerging technology manufacturing in medical devices, life science, biotech and nanotechnology, and among other growth organizations across the United States. These companies contact us when they need to make a change in or augment their existing executive team in order to achieve their immediate and long-term goals.

Online career businesses can now add a lucrative revenue stream by incorporating the unique JOY Sales Assessment Tests ™ into their career website, resume website, job board, job bank or sales resume databases for automated sales applicant screening and sales assessment testing. Dan Joy, Inc., has announced a sales assessments technology licensing initiative - http://www.danjoy.com/

In-house or corporate resume database systems can also benefit from the same sales assessment tools and technology. Employers who want to hire good sales people are often deluged with thousands of sales resumes in response to their online employment ads. How can an employer tell if a job applicant can really sell? An easy option would be to integrate Sales Assessment Testing directly into a resume collection website. Dan Joy, Inc., offers easy integration of its cutting edge sales assessment tests with high volume in-house sales resume sites, company job boards, and corporate career sites.

According to Dan Joy, the CEO of Dan Joy, Inc., “The JOY Tests ™ of Total Sales Ability ™ go above and beyond the mundane psychological and personality tests by testing for Total Sales Ability ™ — the actual street smarts of Professional Selling. We test for Sales Prospecting Ability, Objection Handling Ability, Sales Closing Ability, Personality, Psychology and much more. These are the best Sales Tests on the planet”.

A hiring mistake can cost an employer up to $100,000 or more. Many employers are deluged with sales resumes, but have no way of knowing who can really sell. So, they often tend to hire someone with whom they “feel comfortable”

, who is “like them”, who “looks good”, or has “industry knowledge”. None of that necessarily means that the person can actually sell. The JOY Tests ™ of Total Sales Ability ™ can help reduce subjectivity and guesswork, and help employers make more objective hiring decisions.

Dan Joy, Inc., can also design custom tests for specific needs, create multilingual sales assessments, and convert legacy (paper and pencil) tests to their online versions. Their fully integrated online sales testing system organizes, tracks, updates and saves the testing progress, scores, etc., and helps the employer monitor and follow-up easily, even for a very large number of candidates. Employers can save hours of interviewing time by using their Screening Test to filter out the non-candidates, then inviting only the shortlisted top candidates to an actual interview. For a limited time only, employers can receive 10 FREE Sales Assessments (Screening Tests) at http://www.danjoy.com/

Learning Tree International is a world leader in Hands-on training for Management and Technology Professionals. Since 1974, over 1,700,000 course participants from over 13,000 organizations around the world have enhanced their skills through intensive hands-on exercises under the guidance of expert instructors with real-world experience.

Visitors to www.SeminarInformation.com (http://www.seminarinformation.com) can find seminars presented by Learning Tree International that deal with all aspects of project management:

Recovering Troubled Projects (http://www.seminarinformation.com/qqbuuz/recovering-trou …)provides the tools, techniques, best practices and checklists to develop an assessment and recovery strategy for troubled projects.

Project Management: Skills for Success (http://www.seminarinformation.com/qqaanv/project-managem …) Learn how to: Produce a project plan for successful delivery; Plan and run projects using best practices in a 6-step project management process; and Implement risk management techniques and mitigation strategies;

Project Leadership: Building High-Performance Teams
Learn how to develop the leadership skills to build and sustain high-performing project teams; and develop effective team performance through the Leadership Services Model.

Preparing for the Project Management Professional PMP Exam (http://www.seminarinformation.com/

qqbtjx/preparing-for-the-project-management-professional-pmp)
Learn how to: Prepare to pass the PMP(r) exam; Navigate the process groups and knowledge areas of the PMBOK(r) Guide 3rd Edition; Identify and map the inputs and outputs of the PMBOK(r) Guide processes;  and Align your project management knowledge with PMBOK(r) Guide terminology and definitions.

Project Management for Software Development - Planning and Managing Successful Projects
Learn how to: Deliver successful software projects that support your organization’s strategic goals; Match organizational needs to the most effective software development model;  and Plan and manage projects at each stage of the software development life cycle (SDLC).

These are just some of the hundreds of seminars presented by Learning Tree International that can be found on the SeminarInformation.com website.

Visitors to the website can find a seminar, date, location and then sign up on the site for the seminar. Complete outlines of each of the courses are offered providing ample information to make a registration decision. Call toll-free at 877-SEM-INFO to speak to a customer service rep who can assist with registrations, answer any questions you may have or make recommendations.

Besides Learning Tree International SeminarInformation.com lists the complete course listings for hundreds of other seminar sponsors including Skillpath, Fred Pryor, National Seminars, the American Management Association, Lorman, Linkage, Cornell, UCLA, Federal Publications, Society of Automotive Engineers, Global Knowledge, MIS, ESI, Boston  University and Cross Country Education.

Research Triangle, North Carolina – The economic chaos in the United States has birthed a wholly new set of problems: suicide, homelessness, depression, domestic abuse, and a rise in crime.

The instability of financial markets, housing and employment is leaving a swath of destruction in its wake. Fear and uncertainty are trickling down to the family and the workplace.  As the nation’s financial woes escalate, mental health hotlines, counseling services and domestic violence shelters are brimming.

Deborah Dunn, a nationally known marriage and family therapist says the economic crisis is taking its toll. “It is difficult for employers not to get caught up in the fear and panic, especially for those working in financial institutions, building trades or real estate.” Retirement savings are dwindling, health care benefits are shrinking, and the equity people thought they had in their homes is drying up.

Dunn is all too familiar with trauma in the workplace. She is recognized for her expertise as a critical incident-debriefing specialist. An author, speaker and frequent guest on radio and television, Dunn handled debriefing of personnel after the tragic Virginia Tech massacre. Her work with the Army Corp of Engineers after hurricane Katrina served dozens of people suffering the aftereffects of the devastation.

Dunn debriefs employees after major traumas such as robberies, rape, suicide, murder, accidents or sudden deaths.  She teaches disaster mental health through Community in Crisis (www.communityincrisis.org)

, a nonprofit outreach program that helps communities and individuals rebuild their lives when disaster strikes.

During debriefings, Dunn says, “Many company executives and HR personnel express to me that they  feel a sense of helplessness, guilt or paralysis when tragedy hits.” She says that lack of knowledge combined with improper protocol leaves many people confused about what to do or how to act. “When people don’t know what to do, they often do nothing,” says Dunn. Whether it’s a death in the workplace, a downsizing, or a tragic incident on the assembly line, management often just send people back to work. The result can lead to increased anxiety, hostility, illness or higher rates of turnover. In extreme cases, explains Dunn, it can lead to workplace violence.

Chronic stress at work and the inability to express grief appropriately are factors directly related to an increase in domestic violence, substance abuse, child neglect, divorce, and crime. “If an event is sudden,” says Dunn, “especially if it happens with little or no warning, (accident, shooting, bombing, and tornado) the likelihood of a traumatic stress reaction increases dramatically.” Post traumatic stress disorder is usually characterized by a number of debilitating symptoms such as an inability to sleep, panic attacks, depression, and a recurrent reliving of the event without relief. To Dunn and other critical incident specialists, early intervention is often the key that keeps one tragedy from escalating into even greater disaster.

While immediate attention after a traumatic event is essential, Dunn teaches self-care and awareness tips that relieve stress and anxiety and restore health after an emotional blow. Dunn encourages companies and teams to create what she refers to as “a culture of compassion.” By giving employees and management the tools needed to navigate a crisis, they are far more ready to handle difficulties at home or on the job. “This culture allows workers to grieve, share, express their fears and feelings openly,” explains Dunn.

In the case of a death, a culture of compassion affirms their loss, honors the life of the person or persons who have been lost, and validates the importance of the work experience while keeping disruption of the workflow at a minimum. Increasingly, companies recognize the mental health needs of their staff as an essential ingredient that links employee performance and care without invading the privacy of the individuals.

To schedule an interview or consultation with Deborah Dunn contact Veritas Communications: 719-275-7775