Employee Testing and Retention

Finding Good Help

The labor market is tight not so much due to the lack of “skilled” workers, but more due to a lack of desire to seek or maintain employment on the part of workers who have the abilities that are most needed in the marketplace today. See “Small Business in America Facing a Worker Shortage”, and also “The Labor Shortage and What to do About It”.

In response to this problem, Landmark Advisors is developing services to help small business employers not only find truly qualified workers but to retain them for much longer tenures than in the recent past.

Our goal is to engage candidates with uniquely modeled pre-hire testing and screening, followed by post-hire tracking, coaching, training and feedback – both to the employee and employer.

What is unique about our service is that it is targeted specifically to the problems identified by employers as particular problems of retention, rather than identification of employees, and to do so by focusing not on skill requirements for the essentials of the job, but on attitude requirements for the essentials of customer service.

Today, the job world is such that every employee needs to have the ability, and the desire, to focus energy on good customer service in order to be effective. It does not matter if that employee is face to face with the customer, or on the phone and half way around the world from him.

So, for example, if we are working with a distribution company that gets materials out to local contractors in the field, the general competencies the employee needs are fairly simple: a high school diploma or its equivalent, driver’s license and good driving record, able to lift up to 75 pounds of materials multiple times a day, and the ability to judge between the efficiency of making certain deliveries against the importance of ensuring those deliveries are made to the right people at the right time in the proper condition.

These are easy skills to screen for on a resume, and even in a standard job interview. “Boom!” your hired. But that process in no way helps ensure either the actual effectiveness of the new hire once he starts working, nor his willingness to keep doing the job for more an average tenure in the role.

To determine if the employee will ultimately “stick” in the job, a more probative form of assessment is needed. So it becomes necessary to get a baseline in testing the employee, and also a deeper level of interview that examines non-traditional areas of motivation.

In taking this step, there is a challenge in avoiding questions that are forbidden in the interview context. But some of these questions lead to answers that demonstrate truly bona fide qualifications for a particular position, and thus the key is to design the format, and the questions in a way that protect you, the employer from exposure.

Even more important is what happens with an employee after he has started a new position. In today’s job market, employees decide very quickly, often within the first week of work, whether or not they have any desire to stay with their employer.

Most employers recognize they are not well equipped, on their own, to work through these issues with employees. Landmark Advisors has over 30 years experience working with small business on employment and other business management issues.

Please reach out to us today to allow us to help you with your situation.

Landmark Advisors

Landmark Advisors