In this issue:

	Sign Up For Our Free Monthly Newsletter
	» JOIN NOW

Stated or Started?

We have arrived at step 4 of 6 in our unique selection process – Assess and Appraise.  We used to refer to this section as “Test” but that doesn’t convey the whole significance of this step.  The gist of this stage is to use varied, objective assessments to get an unbiased appraisal of the unknown candidate.  The articles in this month’s newsletter will expand upon this approach. 

For the purposes of this article, let’s focus on one specific, popular catch phrase that is making its way through most sales employment ads that we track today.  The phrase . . . “self-starter.”  Almost every company is looking for self-starters today but how do they verify it?  Every candidate will state that they are a self-starter.  You can check references, but how reliable is that approach?

A validated method is to assess the candidate objectively through an online test.  There are many aspects that make up a self starter.  We have defined them using 3 measurable aptitudes – Self-Starting Ability, Initiative and Persistence.

Self-Starting Ability - The ability to find personal motivation for accomplishing a task and the degree to which a person will maintain that course in the face of adversity.

Initiative - This ability directs one’s energies toward the completion of a goal without an external catalyst.

Persistence - The ability to remain motivated to accomplish goals in the face of adversity or obstacles.

Our assessments objectively measure a candidate’s natural aptitude in each of these 3 areas.  The result is a detailed picture that accurately measures their self-starting ability (if any!).  The output will report on a 0.0 to 10.0 scale of their self-starting aptitude.  Now you can compare a 6.2 self-starter against a 7.5 self-starter before you even interview them in person.  This single aptitude is one of 80 aptitudes that we measure using this assessment.  The next level involves comparing their self starting aptitude to their motivations followed by their rewards and, finally, their selling style.  As you can see, the data can become staggering . . . quickly.

The key here is to rely on the assessment instrument as opposed to your gut feeling.  If you have written an ad that states you need a self-starter, then you should expect most candidates to portray themselves as vaunted self-starters.  You may be able to pick up some indications from their responses, but you will more than likely decide based on their Selling Style.  The quick, aggressive styles will be assumed to be self-starters which is not a reliable assumption.

Click here for the next article - Assess and Appraise

©2005 Select Metrix LLC. All Rights Reserved.