White Paper – OutMatch http://outmatch.com Hiring, Keeping, and Developing Great Employees Sat, 20 Jan 2018 02:26:45 +0000 en-US hourly 1 https://wordpress.org/?v=4.9.1 Generational Differences: The Newest Way to Justify a Retail Bad Hire http://outmatch.com/generational-differences-the-newest-way-to-justify-a-bad-hire-2/ http://outmatch.com/generational-differences-the-newest-way-to-justify-a-bad-hire-2/#comments_reply Fri, 02 Oct 2015 15:30:06 +0000 https://www.assess-systems.com/?p=6718 Imagine you’re walking into a clothing store. You notice there’s no one at the front of the store to greet you, but continue on to look for some clothes you heard were on sale. When you find a shirt you like but…

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Imagine you’re walking into a clothing store. You notice there’s no one at the front of the store to greet you, but continue on to look for some clothes you heard were on sale. When you find a shirt you like but it’s on a high shelf, so you scan the store looking for someone to help. You see a handful of employees, all in their mid-20’s, huddled around talking to each other and not paying attention to you or any other customers.

“I guess this is what happens when you hire a bunch of Millennials,” you think, before you finally have to cut into their conversation to get the help you need.

But what if the problem isn’t that they’re Millennials, but they’re just bad hires?

Learn how to hire right without focusing on the differences between generations. Assessing job candidates based on the traits and behaviors that are proven to lead to success will not only guarantee best fit for the position, but also keep distractions like generational differences at bay.

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Generational Differences: The Newest Way to Justify a Bad Restaurants Hire http://outmatch.com/generational-differences-the-newest-way-to-justify-a-bad-hire/ http://outmatch.com/generational-differences-the-newest-way-to-justify-a-bad-hire/#comments_reply Mon, 01 Jun 2015 19:57:28 +0000 https://www.assess-systems.com/?p=6017 Imagine you’re at a restaurant and you’ve just been seated at a table. About five minutes goes by and no one has taken your drink order. You start scanning the dining area for someone who can help and you stop…

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Imagine you’re at a restaurant and you’ve just been seated at a table. About five minutes goes by and no one has taken your drink order. You start scanning the dining area for someone who can help and you stop when you see a young waiter in the corner, probably in his early-20’s, on his phone texting.

Clearly this guy isn’t doing his job, and if you’re like most people, you’ll write it off as a Millennial who, of course, is on his phone because that’s what young adults care about these days. But what if that waiter was just a poor hire?

For the past couple of years, the business world has been buzzing about generational differences. Specifically, what they are and how they appear in the workplace. After clicking through a few articles, you learn about how to facilitate communication among different aged employees, workshops, and other activities that are supposed to bridge the gap between generations.

However, bridging generations isn’t the solution, because different generations in your restaurant isn’t the big problem.

Think about all of the things that make your employees successful. How many of those things can you think of that only apply to people of a certain age? Probably very few. Instead of focusing on the scapegoat of generational differences, why not focus on behaviors that make employees successful at any age?

The reality is that some individuals may not be the right fit for your restaurant. Some may not be able to cope with high-stress dinner hours, and others may be too bossy or over-bearing when giving instruction. This has nothing to do with age, but all to do with personality and behavior.

Learn how to hire right without focusing on the “differences” in generations. Assessing job candidates based on the traits and behaviors that make a person successful in a role not only guarantees best fit for the position, but also keeps distractions like generational differences at bay.

 

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Integrity Matters: The Effects of Unethical Employees in the Workplace http://outmatch.com/integrity-matters-the-effects-of-unethical-employees-in-the-workplace/ http://outmatch.com/integrity-matters-the-effects-of-unethical-employees-in-the-workplace/#comments_reply Tue, 14 Apr 2015 16:53:33 +0000 http://assess-systems.assess.int/?p=5477 Integrity is quality of being honest and having strong principles. People with integrity have their “moral compass” pointing due North. They understand that actions have consequences and don’t neglect or take advantage of others for their own benefit. What happens…

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Integrity is quality of being honest and having strong principles. People with integrity have their “moral compass” pointing due North. They understand that actions have consequences and don’t neglect or take advantage of others for their own benefit.

What happens when the people you hire lack integrity?

Theft, lying, drug use, chronic absenteeism, and a disruptive workplace to name a few. Employees who behave badly take a constant toll on your organization in terms of turnover costs, workplace efficiency, morale, profitability, and more.

Hiring even a few unethical employees can be extremely damaging for your company, and interviews alone aren’t not enough to identify red flags that lead to unethical behavior. The Society for Human Resources Management (SHRM)  and CareerBuilder have found that an alarming 53-58% of job applicants misrepresent themselves in resumes and interviews. They also discovered that this occurs most in the finance, hospitality, IT, healthcare, and retail industries.

Common side effects of hiring unethical employees include:

  • Abusing company property
  • Failing to arrive at work on time
  • Ignoring safety precautions
  • Lying or hedging on the truth
  • Missing work repeatedly
  • Mistreating other employees or having difficulty working with others
  • Resisting direction and supervision
  • Significantly underperforming
  • Stealing
  • Using illegal drugs prior to work, on the job, or after work

Inventory shrinkage—including shoplifting, employee or supplier fraud, and administrative error—cost the global retail industry more than $128 billion dollars in 2013, with $42 billion lost in the U.S. alone, according to the Global Retail Theft Barometer study. The National Restaurant Association calculates that 7% of restaurant sales are lost to employee theft.

The ability to predict how a candidate will handle integrity-related issues gives companies a powerful advantage in the selection process—because avoiding a bad hire is just as important as making a good one.

Learn how to identify potential problems before you hire by understanding the 7 Dimensions of Integrity.

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