Welcome to the February 9, 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. How To Handle Candidates Who Refuse To Complete Personality Tests.
2. Perfect Labor Storm Alerts #336 to #340.
3. Automate Candidate Screening with Online Interview Questions, Resume Submission and Personality Testing.
4. SMILE! When you think about the differences between work and prison, maybe prison isn't so bad...
5. Interview Questions and Job Interview Resources.
6. What Would You Do if You Could Get Inside The Head of Your Customers?

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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. How To Handle Candidates Who Refuse To Complete Personality Tests.
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The popularity of personality testing in the workplace is skyrocketing. Thanks to advancements in employee assessment technology, the Internet, and an ever-increasing eye on productivity, employers are taking aim on high potential candidates with the laser beam accuracy of online personality tests.

But what happens when the highly-recruited, star prospect refuses to take "your stupid little test"? Yes, that is exactly how one candidate reacted when she left a message for the CEO. "Who did he think he was," she screamed, deriding him for even questioning her fitness for the job. Concerned he might have done something wrong, he called me immediately. "What should we do in the future if a candidate refuses to take the assessments."

My answer is quite simple. One of the most enlightening benefits to come from personality tests sometimes has nothing to do with the test itself. When you read what I'm about to tell you, you'll kick yourself.

I asked him, "What would you do if the candidate refused to complete your application or submit a resume? What if he rejected your interview questions or refused your request to check references and his background?"

"We wouldn't hire him, of course," he replied. "Then why would you treat the personality tests any differently?" I responded. How an individual responds to each stage of the selection process is as important as what they do and say during the interview and on assessments.

I continued, "if you're looking for someone who's feisty, willing to say what's on her mind even when it's not popular or even proper, and chock full of confidence, you don't even have to ask her to complete the personality assessment. She passed with flying colors. But if you're looking for a team player, who remains composed under pressure, and displays a little savvy when dealing with adversity, this candidate obviously hasn't gained those skills."

"I never even considered that aspect of testing," he said. "And the best part is that test didn't cost us a dime!"

More recently, a client of ours had several hundred sales candidates apply online using our applicant processing system (Total APS). Each candidate was asked to submit a resume, apply to a series of online interview questions and complete a personality test. While most candidates complied with the selection requests, one responded with this telling e-mail (identifying information has been removed protect the "innocent"):

I have an undergraduate college degree from , and a
half a semester at , I made about 8M so far in my
career life. SCREW THIS B******T!
Take your test, and shove it where the sun don't shine!

This "gentleman" (and I use the term very loosely) even signed the e-mail with his phone number. Gutsy but true!

John (not his real name) revealed his true colors without the hiring manager having to spend a dime or wasting a minute of valuable time processing him. Without some type of screening process, this candidate might have been considered high-potential based on his experience and resume. But thanks to a structured screening process, John was weeded out early. Management saved valuable time and resources which they were able to invest with other qualified candidates. Most important, the company likely saved thousands of dollars by avoiding an expensive wrong hire.

Had John completed the online personality test, the report would likely have revealed that John was assertive, reactive, self-sufficient, outgoing, and excitable. But John didn't complete it and who cares. His actions spoke much louder than any answers to any test or interview could have provided.

That's what personality tests and interviews are designed to do - they tell managers how an individual will respond to problems, competition, adversity, time management, decision-making prioritizing, communicating with others, and stress. Work-related personality tests and behavioral interviews aren't supposed to be about finding out if you like this person. They are designed to identify individuals who will be successful in the job and fit in the company culture.

Personality tests add accuracy and speed to the selection process. Personality tests take very little management time to administer and provide invaluable information about future job performance, without having to spend hours screening out the unqualified candidates from the high potential employees. The results of personality assessments can then jump start interviews and allow the hiring manager to focus on the job specific interview questions.

I've observed thousands of test-takers over the years and the behaviors they display are uncanny at predicting job performance. Some fidget, other talk. Some are focused, others are easily distracted. Some answer questions quickly, others think and ponder. Some finish quickly, others meticulously review and check their work. When all is said and done, the astute and trained observer can assess a candidate with the highest degree of reliability - but that takes time and training. By combining casual observation with the accuracy of online personality tests, the interviewer gets a complete picture of a candidate's behavior and job fit in a fraction of the time.

Need help in hiring or promoting the right employees? The Chrysalis Corporation provides behavioral interview questions, pre-employment tests and background checks for all size businesses and all employee positions. To learn more about online personality tests go here:
http://www.chrysaliscorporation.com/cgi-bin/arp3/arp3-t.pl?l=28&c=292

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2. Perfect Labor Storm Alerts #341 to #345.
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Fact #341: The number of families where both spouses are working increased to 51 percent compared to 33 percent in 1976. (Source: Current Population Survey)

Fact #342: Students in the United States finished in the bottom of mathematics skills when compared to students in 40 surveyed countries. Yet 72 percent of the US students said they got good grades in math, more than any other country. (Source: Organization for Economic Cooperation and Development)

Fact #343: The United States ranked 28th of 40 countries in math and 18th in reading when comparing outcomes per dollar spent on education. (Source: Organization for Economic Cooperation and Development)

Fact #344: In 1991 in the United States, only four states had an obesity prevalence of 15 percent to 19 percent. No state had an obesity prevalence of 20 percent or more. (Source: U.S. Centers for Disease Control)

Fact #345: In 2003, 15 states had an obesity prevalence of 15 to 19 percent, 31 states had an obesity prevalence of 20 to 24 percent, and four states -- West Virginia, Indiana, Alabama and Mississippi --had a prevalence of 25 percent or more. (Source: U.S. Centers for Disease Control)

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. Automate Candidate Screening with Online Interview Questions and Resume Submission. Perfect for the small and medium sized business.
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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 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 online 7-minute, no-obligation video online 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=26&c=292

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4. SMILE! When you think about the differences between work and prison, maybe prison isn't so bad...
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...considering 1 out of every 130 people will serve prison time at some point in their lives (Fact #177 - The Perfect Labor Storm).

IN PRISON.......You spend the majority of your time in an 8x10 cell.
AT WORK........You spend most of your time in a 6x8 cubicle.

IN PRISON.......You get three meals a day.
AT WORK........You get a break for 1 meal and you have to pay for it.

IN PRISON.......You get time off for good behavior.
AT WORK........You get rewarded for good behavior with more work.

IN PRISON.......A guard locks and unlocks all the doors for you.
AT WORK........You must carry around a security card and unlock and open all the doors yourself.

IN PRISON........You can watch TV and play games.
AT WORK.........You get fired for watching TV and playing games.

IN PRISON.......You get your own toilet.
AT WORK........You have to share.

IN PRISON.......They allow your family and friends to visit.
AT WORK........You cannot even speak to your family and friends.

IN PRISON.......All expenses are paid by taxpayers with no work required.
AT WORK........You get to pay all the expenses to go to work and then they deduct taxes from you salary to pay for prisoners.

IN PRISON.......You spend most of your life looking through bars from inside wanting to get out.
AT WORK........You spend most of your time wanting to get out and go inside bars.

IN PRISON......There are wardens who are often sadistic.
AT WORK.......They are called supervisors.

IN PRISON.......You have unlimited time to read e-mail jokes.
AT WORK........You get fired if you get caught.

Source: lotsofjokes.com

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5. Interview Questions and Job Interview Resources.
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--Online Pre-Employment Tests.
Check out these online pre-employment tests that include Fr*e interview questions with each report:
http://www.chrysaliscorporation.com/cgi-bin/arp3/arp3-t.pl?l=24&c=292

--What Interview Questions Can You Ask?
Ever wonder which questions are legal to ask and which ones increase your probability of landing you and your company in court as a defendant? Download our Interview Guide:
http://www.chrysaliscorporation.com/cgi-bin/arp3/arp3-t.pl?l=25&c=292

--TotalView Assessment System.
TotalView Assessment is a proven selection assessment for hiring, promoting, coaching and team building supported by a simple automated system for creating and managing job specific benchmarks. Each TotalView Selection Report includes personalized job-specific behavioral interview questions. To view samples, go here:
http://www.chrysaliscorporation.com/cgi-bin/arp3/arp3-t.pl?l=23&c=292

Have you ever imagined how valuable brutally honest feedback from your customers would be to your company or organization? I'm talking about no B.S. feedback about how your customers REALLY feel about your products, services, and support. What would it be like if your clients provided you with suggestions that actually increased your profits and bottom line and eliminated the "hit and miss" approach to sales and marketing? Stop imagining and start knowing!

The easiest and most cost-effective way to get this information is to conduct a survey. A survey eliminates the psychological pressure for clients to tell you what they think you want to hear. Some people, regardless of how unhappy they are with a product or service, refuse to voice their dissatisfaction with a company because it makes them feel uncomfortable. They simply "vote with the feet" and tend to go away without you ever knowing the reason why. The end result -- you lose business without ever knowing the reasons why. Surveys neutralize a potentially awkward and uncomfortable situation for clients by providing a way for them to provide you with honest and direct feedback in an anonymous manner.

We have taken all the stress and hassles out of creating, deploying, inputting, and analyzing survey results.

Contact us today to learn about about real-time e-mail and web based surveys. No more hassles with entering results and creating presentations. Let us do the work for you. We can help you write, set-up, distribute (electronically), process and present in less time for less cost than you can imagine.

For more information about the survey solutions we can provide you with, including our Rapid Survey Option, follow the link below and type "Surveys" in the comment box. You can also contact us by phone at: 229-257-0665:
http://www.chrysaliscorporation.com/cgi-bin/arp3/arp3-t.pl?l=20&c=292

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Contact Information:

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