Mel Kleiman

Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring hourly employees. He has been the president of Humetrics since 1976 and has over 30 years of practical experience, research, consulting and professional speaking work to his credit. Contact him at mkleiman@humetrics.com.

Articles by Mel Kleiman

Recruiting and Staffing

Hiring Wisdom: To Hire the Best, You Have to Test

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The most effective and efficient hiring systems use testing software.

That’s because:

  • Test results more accurately predict success on the job than interviews, experience, schooling or references. Read more…
Recruiting and Staffing

Hiring Wisdom: Positioning Yourself For Interview Success

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Comfortable people will tell you almost anything. Uncomfortable people will tell you almost nothing at all.

This is why creating the proper interview environment – mentally and physically – means doing whatever you can to ensure the candidates relax because only comfortable applicants will give you the information you need to make the best decision: Read more…

Recruiting and Staffing

Hiring Wisdom: Why You Must Make It Easy For Candidates to Apply

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Pretty much everyone who wants to work and everyone you would want to hire is now employed — especially the best of the best, the candidates you should aim for first.

But, you need to realize these are busy, working people, so, once you get their attention, you have to make it extremely easy for them to get into your hiring system or they flat out won’t bother.

They don’t have time to update resumes, complete long, online applications, or write cover letters. Read more…

Recruiting and Staffing, Talent Management

Hiring Wisdom: 7 Common Mistakes With Referral Rewards Programs

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Research repeatedly proves that employee-referred candidates are three times more likely to be a good match for the job.

This is because your employees give these candidates much more detailed information about the job and the working conditions than you would.

As a result, candidates are only likely to proceed with the selection process if they feel they will be a good fit. And because they’re a good fit and they already have a friend or acquaintance in your employ, referral candidates are also much less likely to quit or be fired. Read more…

Rewards & Recognition, Talent Management

Hiring Wisdom: How to Give Great Performers What They Want

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When it comes to benefits and perks, what is it that everyone really wants in today’s world?

Time! More time.

How can you give this gift to your extraordinary performers? Here are two ideas: Read more…

Recruiting and Staffing

Hiring Wisdom: The High Cost of New Hires

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The most expensive person you’ll ever hire is the one you have to fire.

If it seems like more trouble than it’s worth to set a high standard, do a thorough job, and hire tough, here are just some of the repercussions if you don’t: Read more…

Recruiting and Staffing, Talent Management

Hiring Wisdom: HighPo’s Are Great, But High Producers Pay the Bills

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High Potential, or High Producer?

The difference between these two desirable types of recruits or employees are that the High Producer is a proven entity who makes the numbers now, while the High Potential is a promising. potentially High Producer.

Because of this difference, the High Potential is most likely getting a lot of recognition, challenges, and interesting work. Read more…

Recruiting and Staffing, Talent Management

Hiring Wisdom: Yes, There Really IS a Good Side of Turnover

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The goal is not to eliminate turnover, but to manage it.

Not all turnover is bad. Without turnover, an organization will stagnate. The challenge is to determine where and what level of turnover will ensure consistency, while also promoting growth and change.

When turnover is managed, hiring becomes an opportunity instead of a headache. Read more…

Recruiting and Staffing, Talent Management

Hiring Wisdom: In Case You Don’t Know It, Attitude Is Everything

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Most managers hire for skillset and hope for mindset. Therefore, only 9 percent of all new hires fail because they cannot do the job.

However, it also means that 91 percent do fail either because they won’t do the job the way it needs to be done, or, they don’t fit the employer’s culture or play well with others.

The remedy is to focus your selection process on these two factors: Read more…

Recruiting and Staffing

Hiring Wisdom: You Need to Recruit Before You Need to Hire

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I guess it’s just plain human nature to not take action until it’s absolutely required.

I say that because few business owners or hiring managers look for new employees until there’s a pressing need. Then they end up hiring the first warm body that even remotely fits the job description, but that’s no way to build a winning team.

What if we thought of human capital as raw materials? Read more…