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I think people would definitely use it IF it was marketed well and IF potential employees allowed it. I consider myself a very honest person and I'm not sure I would want that used on me. I would have a lot of concerns about how accurate it was. But, I would say it's worth trying to market.

I have heard of two minute dating. The two minute interview for whom??
All people in all situations?? Doctors??, Dentists??, Engineers??, Sales??
Does everybody get the same interview?? What about COSTS??
Costs need to be know to MARKET?? Are there volume discounts??
What proof do you have that it works?? This sounds like a tough sell.
LUCKIEST

I would gladly use this product. Hiring in the technology world is a nightmare!

Luckiest,

The "two minutes" refers to the amount of time needed for a participant to complete the profile sheet -- usually less than two minutes. The profile results then are used by an interviewer as awareness information. The results might guide an interviewer to ask questions to help generate more indepth information from the interviewee. If you have a chance, read the response from Lighthouse24 and my reply to him. He does an excellet job of raising research and legal implications that need to be considered.

I appreciate your response.

MSH Training

WEBillions,

Thanks for your feedback. You are in the majority of those expressing concern, and I will address these issues before moving to a marketing level. I hope to understand the market, be prepared, and see how it might be received when it is presented.

MSH Training

I think my HR managers would view Face Validity as "NO science." It would scare them away. Their fear would be that the test would inadvertently disqualify a disproportionately high number of applicants in a protected class. Consider this example: You can't legally ask people in an interview if they have ever been arrested -- only if they have ever been convicted of a crime. One reason is because black males have a higher arrest rate than other applicants, and the question might lead to them being unfairly disqualified from employment. Yet some might argue that black males are the perpetrators in a disproportionately high percentage of crimes, therefore the question has "face validity." I'm sure you can see the issue.

That said, businesses with fewer than 15 employees don't generally have to worry about that if they don't want to - most federal employment laws relating to discrimination don't apply to them. So if you had a product that served the very small business owner, face validity would be enough.

I am a huge proponent of assessment instruments for awareness and learning. We also use them as diagnostic tools for an array of management and teambuilding problems. Yet even the most respected, widely-used, and continually validated "personality tests" have not proven to be accurate predictors of job performance.

There ARE some pre-employment screening tests for honesty and other desirable employee behaviors that have scientific validity, and some have been around long enough to withstand court challenges. My employment attorney endorses their use, but in general, they have to be used the way drug tests are - the candidate has to be selected already and the offer made, with employment contingent on passing the test. The test can't be used to pre-screen candidates before selection, only to pre-screen employees before putting them on the payroll.

The answer to your final question is "yes," and I'll assume that you're giving me permission to contact you about it through the website listed in your profile. Thank you.

Concerning the 90 day wonder that you speak of, I have found that within the first few days I have gut feeling as to whether the person is going to work out. Everybody develops this over time and just have to trust their feelings. You do not have to have an excuse to let a probationary employee other than they were not able to the amount of work they needed to do at that time in their time at the job.

I feel that the only reason that people get to the 90 day mark is due to management hoping that the employee works out because we need to fill that hole in the schedule. This is just hiring warm bodies, not hiring employees. Even if it hurts in the short term, get rid of the bad. In the long term it will be worth it.