Welcome to the May 11, 2005 issue of The Total View

Your resource for cutting-edge news, tips, and tools to help you hire, manage, and motivate top-performing employees.

If you are receiving this issue as a forward, and want your own subscription, visit
http://www.chrysaliscorporation.com/cgi-bin/arp3/arp3-t.pl?l=11&c=292

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In This Issue
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1. An Unhealthy Diagnosis for An Aging Workforce.
2. Perfect Labor Storm Alerts #398 to #399.
3. How Can You Change The Way You Deal With the Flood of Resumes in Just 7 Minutes?
4. What is The Most Important Number in Your Company?
5. Stop Hiring High-Risk Hourly/Entry-level Employees with CBI and SELECT.
6. Have You Checked Out Hiring Top Performers BLOG? -- Hear Special Audio Commentary.

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The Total View is written and published each Wednesday by Ira S. Wolfe, founder of Success Performance Solutions. (Yes, Ira writes every article, every week!) and is distributed with permission by The Chrysalis Corporation.

Ira S. Wolfe 2005 - All Rights Reserved. Reprints and other distribution by permission only.

To learn more about The Chrysalis Corporation or to read back issues of The Total View, visit our web site at
http://www.chrysaliscorporation.com/cgi-bin/arp3/arp3-t.pl?l=12&c=292

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1. An Unhealthy Diagnosis for An Aging Workforce.
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Nobody wants to hire an employee who has to go to the doctor all the time. But with threats of a skilled workers shortage looming,employers may not have any choice. The merits of retaining baby boomers in the workforce are well-founded. Too bad that silver cloud doesn't come with a very expensive black lining in the form of a explosive demand for health care services.

Starting in 2012, nearly 10,000 Americans will turn 65 every day. The total number of Americans over age 65 and eligible for Medicare will double to over 70 million within this generation, while the population over age 85 will increase nearly five-fold, to almost 19 million, by mid-century. Obviously, the "baby boom" will soon become the "senior boom."

The aging of America, however, is more than a simple matter of numbers. As noted in the 2002 State of Aging & Health in America and other sources, older adults use more health care services than any other age group. Americans over age 65 today are only 13% of the population, but account for half of physicians' visits and half of all hospital stays. The average 75 year old has three chronic conditions and uses five different prescription drugs. Older patients also have unique health challenges and different medical needs than younger adults.

Health care utilization obviously requires the availability of health care providers. But the gap between what many health care providers know, and what they need to know, to optimally treat older patients is growing. For example, a 2002 Merck Institute of Aging & Health (MIAH) survey of 250 practicing primary care physicians found that only half believe their colleagues can adequately treat even common geriatric problems.

Only a small proportion of practicing health care providers have had any formal training in geriatrics. Out of 650,000 practicing physicians in the U.S., less than
9,000 are geriatricians, or about 2.5 geriatricians per 10,000 elderly, and that number is expected to fall to about 6,000 in the near future. Fewer than 3% of current medical students take any elective geriatric courses.

Additionally, only 720 pharmacists, out of 200,000, have geriatric certification. A 1997 survey of 600 nursing baccalaureate programs showed than only 23% of schools required a single course in geriatrics, and less than one-half of one percent of nurses have advanced certification in geriatrics.

Among social workers, only 5% identify their primary practice area as geriatrics.

The shortage of qualified providers is only part of the story. Too few geriatric specialists exist to train others. The majority of educational curricula, including nursing, pharmacy, medicine and dentistry, do not require geriatric training.

Overall, the healthcare workforce lacks the training to provide appropriate care at the present time, and it is wholly unprepared for the graying of America.

Source: The State of Aging and Health in America 2004, Merck Institute of Aging & Health

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2. Perfect Labor Storm Alerts #398 to #399.
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Fact #398: When asked to provide a ranking of factors, executive women identified corporate culture as the number-one reason why they left their executive positions. The women stated they felt their roles were not valued and that they were not "heard" by senior management. Additionally, they felt information was not openly shared and they were excluded from important meetings, pipelines of information and informal networks.
(Source: The Leader's Edge 2005)

Fact #399: A recent poll of 7,718 American workers revealed some of the feelings employees have about their current position:

42% Coping with feelings of burnout

33% Feeling at a dead end in current job

21% Looking for new job at another company

20% Looking for a major career change

9% Feeling I do not have adequate training of knowledge for my job

(Source: New Employer/Employee Equation Survey, Harris Interactive 2005)

Don't be caught in storm without all the facts. "The Perfect Labor Storm Fact Book: Why Worker Shortages Won't Go Away" is a must-read leading edge forecast that predicts workforce trends for decades to come. Get a copy today - $7.95 includes shipping. Follow this link to learn more:
http://www.chrysaliscorporation.com/cgi-bin/arp3/arp3-t.pl?l=7&c=292

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3. How Can You Change The Way You Deal With the Flood of Resumes in Just 7 Minutes?
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The Resu-mess is back! If piles of resumes and crowded e-mail in-boxes have got you frustrated, you NEED to preview Total APS in action.

What is Total APS? It is an applicant tracking and assessment system that puts your recruiting and selection efforts on auto pilot. Total APS even provides you assess to the TotalView assessment (see the first article in this newsletter).

Total APS frees up your time to communicate with only QUALIFIED candidates and helps you ensure a good job fit between a person and the job. Total APS can save your company is to experience the system in action. View our online7-minute, no-obligation video demonstration of the Total APS system here:
http://www.chrysaliscorporation.com/cgi-bin/arp3/arp3-t.pl?l=26&c=292

Can't view it online? Contact us today for a Free CD-ROM on How to Screen and Interview Candidates Online. Follow this link and type APS in the comment box:
http://www.chrysaliscorporation.com/cgi-bin/arp3/arp3-t.pl?l=18&c=292

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4. What is The Most Important Number in Your Company?
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That number is, how much does it cost you every time an employee quits or is fired? The facts may surprise, or worse yet, scare you.

A conservative estimate of the cost of turnover for hourly employees is 25 percent of the annual salary. Personally, our experience places the actual cost closer to 50 and higher when you consider lost opportunity costs, lost productivity and even theft, absenteeism, and other counter-productive and disruptive behaviors.

The costs for salaried employees has ranged from 1.5 times annual salary to upwards of 14 times annual salary.

But high turnover costs are not isolated to big business. A small business paying an employee an hourly wage as low as $5.25 per hour incurs the minimum cost of $3,528.58 (25% x $14,114.10) every time an employee turns.

Other examples of turnover costs are:

$7.00 per hour = $4,704.70 in turnover costs $10.00 = $6,721.00 $15.00 = $10, 081.50 $20.00 = $13,442.00

Follow this link to anonymously calculate your company's cost of turnover:
http://www.chrysaliscorporation.com/cgi-bin/arp3/arp3-t.pl?l=27&c=292

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5. Stop Hiring High-Risk Hourly/Entry-level Employees with CBI and SELECT
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Counter-Productive Behavior Index(tm) is the most cost-effective screening test to identify these high risk work- related attitudes and behaviors:

--Honesty
--Substance Abuse
--Computer Abuse
--Dependability
--Aggressive Tendencies
--Sexual Harassment

Counter-Productive Behavior Index(tm) takes no more than 15 minutes for a candidate to complete and can be scored on paper in less than 60 seconds to score or online. Online reports include a structured interview guide with recommended interview questions.

SELECT(r) Associate System is a pre-employment screening tool to identify work-related behaviors such as Positive Service Attitude, Accountability, Frustration Tolerance, Acceptance of Diversity, Multi-tasking and more, plus a Validity Check and Integrity Index.

Each customized report includes a step by step interview guide including recommended interview questions.

Reduce Absenteeism, Theft and Harassment.

Read more about pre-employment testing visit:
http://www.chrysaliscorporation.com/cgi-bin/arp3/arp3-t.pl?l=24&c=292

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6. Have You Checked Out Hiring Top Performers BLOG? -- Hear Special Audio Commentary.
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We would like to invite you visit our new blog, Hiring Top Performers. It can be found here:
Hiring Top Performers

This blog has be launched for a few reasons. First off, some of our readers have indicated that their company spam blocking software has made it difficult, if not completely impossible, for them to receive our weekly issue of The Total View. Since a blog is available right on the web, it cannot get blocked by an over-zealous spam filter. Of course we will continue to e-mail The Total View each week to our subscribers. If for some reason you discover that you have missed an issue, you can always visit our blog at: Hiring Top Performers

other reason this blog was set up is this. Many times throughout the day I run across may different types of practical examples that clearly illustrate concepts of personalty testing and employee profiling. Our blog provides me with a place to post these short examples, or as in the case tonight, post an Audio Commentary, that you can listen to right on your computer. In fact, you can listen to a commentary I made last evening after watching the season conclusion of The Amazing Race. I briefly discuss the different degrees of competitiveness and how that effects an individual's approach to winning. Go to our blog now to listen to my commentary: Hiring Top Performers

Lastly, we created this blog to provide our readers and subscribers with a place to comment on our articles, situations that are happening within your company, or anything else related to selection and retaining top-performing employees.

Check our blog today at Hiring Top Performers and please forward this information to your colleagues, clients, boss, or anyone else who might find it helpful.

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Contact Information:

The Chrysalis Corporation
2001 Hammock Drive
Valdosta, GA 31602
229-257-0665