Humetrics, Inc.

You can't save it, invest it, or recycle it; make the most of it! Make the most of your time!
• "First things first, second things not at all."
• Make a to-do list every day and keep your intention on what's most important.
• Do the things you like least first. Your day can only get better!
• Be willing to make short-term sacrifices for long-term success.
• Sometimes it's best to just get it done. Imperfect may be better than not at all.
"So You Got the Job... Now What?" by Mel Kleiman

Exemplary organizations all have one thing in common - they place high significance on the selection of every employee - managers, supervisors, and hourlies. Over 70% of the U.S. workforce is comprised of frontline workers. The firms that will fall by the wayside are those that continuously pay scant attention to how employees are interviewed and selected.

Treat every job applicant like you treat your best customers because they...
1. Could become a customer - if not now, maybe later.
2. Know other people. If they are pleased or disappointed with the way you treat them, they will tell their friends and family.
3. Could become a vendor, serve on committee with you, or become a purchasing agent for one of your existing or potential customers.

The possibilities are endless; the regular practice of "do unto others..." is the best way to thrive.

The best interviews are conversations, not inquisitions. When conducting the interview, keep an open mind and don't make a snap judgment. Let the candidate do the majority of the talking and don't explain your question to the extent that you accidentally give away the answer you want. These guidelines, among others, will facilitate a more effective interview.

When conducting an interview...
• Stay in control of the interview by telling applicants upfront what you're going to cover. Let them know they are welcome to ask questions.
• Take notes, but never on the application. It's a legal document that needs to be kept on file.
• Be aware of your personal biases and don't rule out anyone because of them. You're looking for the best person to do the job — not the person you like best.

humetrics.com • Because No One Regrets Hiring The Best!

"You need to be aware of what others are doing, applaud their efforts, acknowledge their successes, and encourage them in their pursuits. When we all help one another, everybody wins." – Jim Stovall

www.humetrics.com • [email protected]

Great employees attract great employees!
• Current employees are a great source for new employees. To attract more good people, start an employee referral program.
• Former Employees are your best source for new employees. Call and ask if they want to come back — the grass isn't always greener elsewhere.

humetrics.com • (713) 771-4401

Humetrics has valuable tools that make it easier for companies to identify, hire, and retain STAR employees.
• Forms: gather information from applicants and help managers do a better job interviewing and on-boarding
• Test: identify the skills and characteristics applicants have to guarantee that they will be successful in their positions

humetrics.com • (713) 771-4401

Hire Tough. Manage Easy.
- Attitude: Hire for attitude, train for skills.
- Body Language: During interviews, focus on what the applicant is communicating nonverbally.
- Capacities: Define the mental and physical capacities needed to do the job.

Mel Kleiman, Humetrics • (713) 771-4401

Reading resumes:
- Require a cover letter.
- Read it from back to front.
- Get an explanation for employment gaps.
- Use it with the application. (Everyone should be required to fill out an application.)

Mel Kleiman, Humetrics • (713) 771-4401

Pre-employment testing leads to better selection & better retention!
Pre-employment testing takes the guesswork out of hiring, gives you better insight on applicants, as well as saves you time and revenue. Having a better understanding of the people you hire will reduce overall turnover, increase employee communications, and, ultimately, add more to your bottom line!

Mel Kleiman, Humetrics • (713) 771-4401

Recruiting is a team effort - divvy up the responsibilities!
If you have more than one manager at a location, divide the recruiting responsibilities between them. Have one focus on referrals, another on outside organizations. Perhaps assign another to the internet (Facebook, LinkedIn, along with other social media platforms and job boards). Doing this allows your managers to not feel overwhelmed and enables greater focus on each avenue of recruiting. Additionally, it allows your company to cast a wider net in your talent search.
www.humetrics.com • Because No One Regrets Hiring The Best!