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