Mel Kleiman

About the Author

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.

Are You Meeting Expectations Yourself?

You only need a simple, three point scale to evaluate job applicants as well as the performance of your present employees: “Will not meet expectations” or “Is not meeting expectations” “Will meet expectations” or “Is meeting expectations” “Will exceed expectations” or “Is exceeding expectations” Before you can do this though, you need a…

A Few Words About Hiring, Managing and Training

Short takes on hiring, managing and training from the Humetrics blog: Cultural fit Want to know what that job applicant’s life philosophy and values are? Try this interview question: “You have just agreed to give the commencement address to your local high school graduating class. What would your message be?” Job posting advice…

They Want to Hear the Bad More Even Than the Good

A magnetic manager is someone who easily attracts and retains STAR (self-motivated, talented, accountable, responsible, and stable) employees. One secret that separates them from other professionals is feedback (and not necessarily the glowing kind). In 2014, Harvard Business Review contributors surveyed 900 employees to get their opinions on feedback. What they found was pretty…

The Interview Questions You Should Be Asking

Although it’s a proven best-practice, most employers do not use a structured, standardized question set to interview job applicants. This inevitably leads to a wild variance in the quality of new hires because no one is comparing apples to apples. The shame of this is that most employers do have a structured, standardized…

7 Things You Can Do to Keep Your Best People

Have you ever lost a great employee to another employer? Hurts, doesn’t it? And while that person probably told you they were leaving for more money, that’s rarely the case. More often the real reasons have to do with relationships, opportunities, and respect. Here, then, are a few, simple steps you can take…

How to Deal with Underperformers

It’s pretty much the norm that about 10% of your employees will always fall into the “underperformers” camp, so, if you are tired of the headaches they routinely cause, here are the only two ways you can remedy the situation: Increase accountability while simultaneously reducing your tolerance level. Specifically, make everyone accountable for their…