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Individualized Core Skills Assessment
The Most Powerful Process for Evaluating
a Candidate's Capacity to Perform
- Restructuring and competitive pressures in private
sector, and demand for performance and change in the public sector has
brought home the high cost of mistakes in hiring and placement.
- Hiring smart will mean, to most organizations,
gaining the slight edge difference -- closing the gap between mediocrity
and excellence.
- Hiring smart means to most organizations the difference
between getting costs, quality, and service under control, building
a competent and committed workforce, and being innovative.
The gimmicks still do not work: If you are using
these techniques-read more.
- Group interviews
- Psychological and personality testing
- Trick questions
- IQ, polygraph, color preference, handwriting analysis,
snack preference, etc.
- Snack preference: Yes - CBS News has reported on
a personality measurement that describes a person based on their choice
of snack food. Popcorn? Puffs? Chips? Pretzels? Give me a break!
We have found that only one in three candidates are
qualified, and only one in four candidates sent to us for consideration
are truly distinguished in terms of competence and commitment. This-even
though the clients preliminary interviews find two-thirds of their candidates
to be qualified.
Advantages of better hiring
- Reduced training time- a qualified person goes
right to work
- Increased output and capacity for achievement
- Lower turnover of those placed as well as of others
due to a poor choice
- More time to do what matters
- Increased commitment and confidence of the entire
team
- Because leaders develop leaders - better leaders
also beget better leaders
You Can't Afford To Make Selection/Placement Mistakes
Perhaps the greatest single imperative for any organization
is assuring that key positions are filled by those with the highest level
of competence and with the highest potential for growth and development.
The world-class organization of the future will
be very different from those of the past.
- More rapid change
- More technically oriented
- More collaborative
- More responsive
- More flexible and innovative
- Significantly "flatter" with broader
spans of control
- More competitive
- More chaotic and ambiguous
Is your management team prepared to meet the quality,
service, teamwork coaching, innovation, and change demands of the future?
Add Yager Leadership & Team
Development To Your Team . Our Edge Is Our Experience
- We have the solutions to these concerns.
- How to make sure the managers and leaders you
hire and promote are qualified to meet the demands of their position.
.
- How to hire salespeople who can, and will sell.
- How to overcome the promotional decision mistakes
in hiring resulting from the woefully inadequate interview process.
- How to gain the confidence of your organization
by assuring accurate selection.
- How to overcome the inaccurate and inadequate
information that comes from personal references
- How to gain the respect of your candidates by demonstrating
your commitment to fairness
CUT TURNOVER, INCREASE PERFORMANCE, ENSURE THE
FUTURE; HIRE AND PROMOTE ONLY THE MOST QUALIFIED.
It Works Because It Is A Technique Based On Skills
Based Management Auditions
If a selection method is to be accurate in its
prediction of future performance and achievements, it...
- Must be based on observable demonstrated behavior
- Must be based on job relevant information that
realistically stretches the candidate (after all we are looking for
the slight edge difference)
- Must be measurable
- Demands expert judges who can integrate varied
forms of information and observations
- Should be realistic and credible in the eyes of
the candidate
Builds confidence in those selected
Communicates fairness to those rejected
Provides credibility for others in the organization
(anyone who gets through that process must be good!)
Here Is How Our Systematic Approach To Evaluation
and Selection Works
A Core Skills Assessment Answers These Questions.
Can she or he do the job?
Will others sustain this person and work with
him or her?
Will she or he grow in the job?
Will this person's style fit with our culture and
honor our principles?
Can she or he take us where we need to go?
Can she or he bring the best out of others?
Is she or he capable of achieving the results we need?
Whether we are working with a team, a group of candidates,
or a single candidate in a one-on-one assessment, the assessment technique
uses a variety of measurement opportunities and methods which together
provide an accurate and relevant picture of a person's skill and ability.
Each person participates in a series of simulations, exercises, or interviews
which represent or simulate demands of the particular position. By simulating
the actual demands and conditions of the job, this powerful evaluation
technique elicits behaviors and patterns of individual performance which
reveal an individual's real strengths and weaknesses.
The behavioral assessment technology, combined with
our 30 years experience in its application, provides you accurate evaluations
of skill and ability and predictions of future performance elicited through
actual job simulations. This is not a psychological, personality, or
intelligence "test".
This methodology helps...
- Make better promotions and hiring decisions.
- Pinpoint individual development needs.
- Decrease turnover.
- Increase the faith in the credibility of the selection
decision.
- Provide accurate and meaningful feedback and suggestions
to those who are turned down.
- Provide specific recommendations to supervisors
or managers regarding how to work with or develop candidates.
- Provide defensible hiring data and information
which meets the requirements of EEOC, ADA, and professional standards.
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