At ECI, we have been devising selection criteria for many years to identify people who will be top performing sales people. The trick to identifying predictive, reliable criteria is to make sure you have a good linear relationship between the results that top performers deliver and the results that bottom performers deliver. Top performers deliver better results and bottom performers deliver poorer results, so we pay the good guys lots more than the guys who are less successful. Sounds logical? Well, for many companies, it isn’t so simple any more. Read more…
ECI® Blog
Get Ready for Changes in Interviewing!
November 6th, 2009 by The ECI Team
The most read topic on The ECI Blog is about behavioral event interviewing and how to properly answer these questions. Many people are becoming very familiar with the behavioral event interviewing process and are getting coaching prior to their interviews from their placement counselors. This, of course, has the effect of masking an individual candidate’s true potentials.
For many years in Europe, employers have been inviting potential candidates to simulation workshops as a part of the selection process. This is a very time-consuming and costly step, but considering that the employment dismissal regulations are so much more stringent in many countries than they are in the US, the process provides real understanding of a candidate’s real capabilities. Read more…
How Companies Are Making Better Hiring Decisions
November 3rd, 2009 by The ECI Team
For the last few years, companies were instituting hiring processes that included a number of best practices, but were avoiding the use of tools, such as personality assessments, to assist them in identifying the best candidates. Today, we are seeing a significant increase in the use of particularly effective personality assessments to enable hiring managers to learn more about the candidate’s natural motivation and talents before they make the hiring decision.
The reasons were varied as to why personality assessments became less used. I believe that one reason was that we saw too much litigation from unhappy and unsuccessful candidates. As a result, employers began to shy away from using any tool that could significantly differentiate one person from another. Read more…
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