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Digg it UP - How To Hire Creative Employees - but Only if you Really Need Them!
Electronic tickets, who has not used them yet? You receive an e-mail from your airline company, with the reservation code you enter the Airline site, select a seat, print the boarding pass and you are finished. But not a lot of people “users” use it this way. This is a problem for the airliners who have recently invested in a new and innovative infrastructure. The extra and additional costs for the infrastructure needs to be recovered soon.Besides the facility in which you can print a ticket at the office or at home, there are new devices needed with which customers can check-in without the support of an agent. On the airport you will find these automatic ticket printing devices where you can help yourself printing a boarding pass.The construction
1. High test score on the test’s Creativity Motivation scale, e.g., score 8 – 11 points
2. Low score on the test’s Following Rules & Procedures scale, e.g., score 3 – 6 points
This makes a ton of sense: If you think about it, being creative boils down to (a) feeling motivated to do creative work while (b) not always following rules!
So, if the “benchmarking study” of successful employees in a particular job show superstars’
James had an original concept and he needed an investor. He had a compelling business idea that was a sure winner with the right financial backing. James painted a great picture of the vision he had for his business, but there was just one problem: James wanted to be a businessman, when he needed to be an artist.They say that a picture is worth a thousand words; effectively, an artist uses his/her skills and talents to create and tell a story on canvas and a business owner should be no different.Every business owner I’ve ever consulted has been pretty good at painting a verbal picture -------colorful and imaginative. Enthusiastically they share visions, goals and objectives. Unfortunately, far too many are painting pretty pictures, but failing t
1st Example: Airports became a lot busier after someone created airplanes. Before that, people just sat around airports reading newspapers while drinking coffee and wondering how they could travel to another city.
2nd Example: Bowling became much more popular after some creative soul came up with the idea of putting pins at the end of the alley. Previously, bowlers became bored just rolling the ball down the bowling alley.
But, seriously, some jobs require creative or innovative employees – and some jobs simply do not.
Widespread Hallucination of Managers
Many managers tell me they want creative employees. When I ask for reasons, they give a subjective opinion, typically hallucinating that creativity is inherently good, they want creative employees.
While that sounds nice, it simply is not based in reality. Just because managers desire creative employees in specific job does not mean success in that job requires being creative!
Best Way to Tell If a Job Requires Creative Employees
Objective measures usually help managers more than subjective opinions. So, the best way to tell if a specific job requires creative employees is to have successful employees take a test that measures creativity. This “benchmarking study” objectively shows you test scores of successful employees in a specific job.
2 Test Scores Gotten by Highly Creative People
Let me summarize all the research ever conducted on creativity! Being a creative person boils down to possessing two key factors:
1. Motivation to do creative work
2. Flexibility in following rules and procedures
For instance, the “Abilities & Behavior Forecaster™ Test” evaluates job applicants on 19 work-related factors. Combining two of these 19 factors reveal if a person is creative:
1. High test score on the test’s Creativity Motivation scale, e.g., score 8 – 11 points
2. Low score on the test’s Following Rules & Procedures scale, e.g., score 3 – 6 points
This makes a ton of sense: If you think about it, being creative boils down to (a) feeling motivated to do creative work while (b) not always following rules!
So, if the “benchmarking study” of successful employees in a particular job show superstars’ t
The ability to lead, persuade and influence are integral skills for effective leaders. The capability of telling a story that inspires, motivates and informs is an essential part of this process. In an age of convergence in the media and increased scepticism over traditional communication methods, a new breed of leader is emerging that sees the media as an opportunity and not a threat. They use the media in a pro-active way to build their community or organisation's image, reputation and identity.Business Review Weekly's cover story "Future Leaders" editorial reported "new chief executives must have better presentation skills, for they will be required to perform in the electronic and printed media. Poor presentation will be perceived as a weakness in le
But, seriously, some jobs require creative or innovative employees – and some jobs simply do not.
Widespread Hallucination of Managers
Many managers tell me they want creative employees. When I ask for reasons, they give a subjective opinion, typically hallucinating that creativity is inherently good, they want creative employees.
While that sounds nice, it simply is not based in reality. Just because managers desire creative employees in specific job does not mean success in that job requires being creative!
Best Way to Tell If a Job Requires Creative Employees
Objective measures usually help managers more than subjective opinions. So, the best way to tell if a specific job requires creative employees is to have successful employees take a test that measures creativity. This “benchmarking study” objectively shows you test scores of successful employees in a specific job.
2 Test Scores Gotten by Highly Creative People
Let me summarize all the research ever conducted on creativity! Being a creative person boils down to possessing two key factors:
1. Motivation to do creative work
2. Flexibility in following rules and procedures
For instance, the “Abilities & Behavior Forecaster™ Test” evaluates job applicants on 19 work-related factors. Combining two of these 19 factors reveal if a person is creative:
1. High test score on the test’s Creativity Motivation scale, e.g., score 8 – 11 points
2. Low score on the test’s Following Rules & Procedures scale, e.g., score 3 – 6 points
This makes a ton of sense: If you think about it, being creative boils down to (a) feeling motivated to do creative work while (b) not always following rules!
So, if the “benchmarking study” of successful employees in a particular job show superstars’
You can use pre-employment tests, specific interview questions, realistic job previews, and role-modeling to hire employees who crave to use teamwork and collaboration.Warning: Many jobs do not need teamwork-oriented employees. Our society greatly values “teamwork.” Also, many leaders are teamwork-oriented, so they erroneously assume they should hire employees who love teamwork.So, find out which jobs in your company really require collaborative employees. Some jobs do not.For example, in our pre-employment testing research at many banks, great Tellers usually score high on a test’s Teamwork scale. But, the banks’ successful Bookkeepers score low on the pre-hire test’s Teamwork scale.Lesson to help you: Use employment tests to
Best Way to Tell If a Job Requires Creative Employees
Objective measures usually help managers more than subjective opinions. So, the best way to tell if a specific job requires creative employees is to have successful employees take a test that measures creativity. This “benchmarking study” objectively shows you test scores of successful employees in a specific job.
2 Test Scores Gotten by Highly Creative People
Let me summarize all the research ever conducted on creativity! Being a creative person boils down to possessing two key factors:
1. Motivation to do creative work
2. Flexibility in following rules and procedures
For instance, the “Abilities & Behavior Forecaster™ Test” evaluates job applicants on 19 work-related factors. Combining two of these 19 factors reveal if a person is creative:
1. High test score on the test’s Creativity Motivation scale, e.g., score 8 – 11 points
2. Low score on the test’s Following Rules & Procedures scale, e.g., score 3 – 6 points
This makes a ton of sense: If you think about it, being creative boils down to (a) feeling motivated to do creative work while (b) not always following rules!
So, if the “benchmarking study” of successful employees in a particular job show superstars’
Trust me, management has their foibles! When is it that 20 bucks and a store manager’s ego become more important than a decade of loyalty from a customer? In my opinion, Never! Little things can be much more costly to your profitability than one might imagine.I recently had an experience that clearly demonstrated the crucial need for better training at all levels, from entry-level employees to management. This situation occurred at a local tire store, one that is part of a national chain—of which will go unnamed—but claims in their name to be pros with tires. The store manager made the decision that $20 in his cost on labor, and his need to be right was more important to him than a loyal 10-year customer.Let’s Review the Benefit of from 10 Years o
2 Test Scores Gotten by Highly Creative People
Let me summarize all the research ever conducted on creativity! Being a creative person boils down to possessing two key factors:
1. Motivation to do creative work
2. Flexibility in following rules and procedures
For instance, the “Abilities & Behavior Forecaster™ Test” evaluates job applicants on 19 work-related factors. Combining two of these 19 factors reveal if a person is creative:
1. High test score on the test’s Creativity Motivation scale, e.g., score 8 – 11 points
2. Low score on the test’s Following Rules & Procedures scale, e.g., score 3 – 6 points
This makes a ton of sense: If you think about it, being creative boils down to (a) feeling motivated to do creative work while (b) not always following rules!
So, if the “benchmarking study” of successful employees in a particular job show superstars’
I was reading in the Winnipeg Free Press (my local paper) about a woman who was a passenger in a Unicity taxi cab. The woman had pre-paid her fare to the tune of $25.00. Nine dollars into the cab ride, the cab got into an accident.The woman was injured and unable to complete her trip. She asked for a refund of at least $16.00. The balance left on her pre-payment.You would think the cab company would bend over backwards to accommodate the woman, but no; they refused to give her a refund. This kind of customer service attitude is REALLY DUMB on the part of Unicity and it’s bad for business. Their refusal will cost them a lot more than $16.00.First the story made the Free Press so thousands of people are going to read about the incident and Un
1. High test score on the test’s Creativity Motivation scale, e.g., score 8 – 11 points
2. Low score on the test’s Following Rules & Procedures scale, e.g., score 3 – 6 points
This makes a ton of sense: If you think about it, being creative boils down to (a) feeling motivated to do creative work while (b) not always following rules!
So, if the “benchmarking study” of successful employees in a particular job show superstars’ test scores are high on Creativity Motivation scale and low on Following Rules scale, then this is clear: Success in that job requires a creative employee. On the other hand, the opposite – (a) low score on the test’s Creativity Motivation scale and (b) high test score on Following Rules scale – indicate that job does not require creativity.
Methods to Predict If Job Applicant Is Creative?
Managers have two main ways to predict if an applicant is creative.
1st Method = Pre-employment Test You can use a test created for pre-employment testing, and make objective, customized predictions based on your company’s “benchmarking study” results. For instance, an applicant who scores high on the test’s Creativity Motivation scale plus low on Following Rules scale has scored (a) similar to “superstars” in the job and (b) like creative employees.
[2nd Method = Certain Interview Questions
Many managers ignorantly try to assess creativity in the job interview by asking ridiculous closed-ended questions like this: “Have you done creative work?” or “Are you creative?” Of course, any applicant who has an IQ above room temperature knows the answer the manager wants to hear – even if the applicant does not have a shred of creativity!
A better interview question is a vague, open-ended question, such as “Tell me about a problem you helped your previous employer overcome. What specifically did you do?” This question does not reveal to the applicant that the interviewer is evaluating creativity. Plus, you hear if the applicant describes creative – or non-creative – methods to solve problems. Note: Unfortunately, evaluating interview answers is much more subjective and difficult than evaluating pre-employment test scores.
Examples of Jobs Requiring Creative Employees
Based on many pre-employment test “benchmarking studies” of successful employees I conducted, here are ex
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