- 90% of all resumes are faked (U.S. Department of Labor).
- Former employers generally reveal nothing of consequence.
- Eliminates “I’m God’s gift to your business” attitude prevalent in some new hires by
pointing out their growth areas before being offered the position. - “Properly validated and standardized employee selection procedures can significantly
contribute to the implementation of non-discriminatory personnel policies, as required by
Title VII.”(Equal Employment Opportunity Commission {Title 29}) - The cost of hiring the wrong person can be up to twice the annual salary.
- 50% of all companies who downsized in recent years were sued for wrongful termination;
settlements ranged from $10-100,000 (Robert Half International). - The law says that it is the responsibility of the employer to know whether the individual is
suited for the job. - Assessment is the only objective aspect of the hiring process and overcomes natural
interview bias during the hiring process. - Provides a valid method for comparing required job behavior to the candidate’s predicted
behavior using standard position analysis scores. - Personality is part nature/part nurture in origin; attempting to reshape an unsuitable
person through training is very costly and potentially frustrating. - Greatest predictor of success is personality, not aptitude, attitude, or education.
- Inexact hiring creates excessive turnover—lowering morale among other workers.
- Provides immediate feedback on likely behavior; the manager doesn’t have to wait for the
initial “honeymoon” of good behavior to end. - Saves the manager time in developing unsuitable people if the right person is on board
from the start. - It is naive to believe every candidate is equally suited for every position.
