Have you ever watched a video about or read information on U.S. Navy SEAL training? I think I can safely say it’s no walk in the park. SEALs are highly trained military members who conduct important and sometimes dangerous missions. According to a recent article I read, the Navy recruits approximately 40,000 people each year and, due to the popularity of the Navy SEALs, almost half of all recruits express an interest in becoming a SEAL. Here’s the thing, though, according to Military.com, only about 6 percent of SEAL applicants actually meet the requirements. And that’s just to QUALIFY for SEAL training.
From there, the odds of actually completing SEAL training aren’t favorable. Each year, about 1,000 recruits make it to SEAL training…and only about 250 finish the program.
The question becomes, “Why do so few make it?” Well, it’s due in part to the rigorous physical fitness component as well as mental toughness. But, it’s also about the recruit’s determination and desire for the title of SEAL.
Now, you may be asking, “What does this have to do with me and the insurance industry?” It’s a good question, and I have a tie-in…TESTING!
Just like the Navy seeks out the best to become SEALS and then makes candidates prove they’re a fit…employers should be doing the same. OK, I get that you can’t (and shouldn’t!) make your employees tread in water with their hands and feet tied or carry boats over their heads…BUT, you can test them in other ways.
What am I talking about? It’s something called integrity testing, and if you haven’t already, you may want to consider looking into this — it could have a real impact on your bottom line. Integrity testing allows you, as the employer, to evaluate a job candidate prior to hiring. It looks at key factors and can measure whether a candidate is:
- Impulsive – Impulsive candidates are more likely to make rash decisions and react without thinking through the consequences.
- Antisocial – Antisocial candidates are more likely to push societal boundaries and have the potential to engage in dishonest and untrustworthy behavior.
- Unaccountable – Unaccountable candidates tend to blame others for their mistakes and fail to take responsibility for their actions.
- Noncompliant – Noncompliant candidates are more likely to disregard rules, policies, and procedures and have less respect for authority than others do.
Not to mention, we can also review items like absenteeism and a person’s safety record. Think about it. Two candidates can look exactly the same — same height, weight, age, etc. However, their safety personalities may be different…meaning, one person may have gone 25 years without a work-related injury and the other perhaps can’t go 25 days without an injury. With integrity testing, you can test the candidate who has more injuries to ensure you are able to avoid hiring what could be the next catastrophic claim.
By measuring all of these factors, you can determine which candidates fit in culturally and with a clear work ethic. In turn, great talent results in lower insurance costs, reduced workers’ compensation claims, and lower absenteeism, among other benefits.
Think about it — good employees = a healthier workforce. Just like the Navy looks for the committed team players, so should you. It just makes good business sense. In the end, you don’t want employees ringing the bell to bail out on the team. You want employees who have a desire to make your business better.
As you can likely tell, this is a topic I’ve really grown passionate about. I’d love to talk with you if you’re interested in learning more about integrity testing and how this could work for you. Who doesn’t want another tool in their toolbox to ensure a healthy work environment? Reach out…let’s talk!
