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A Core Skills Assessment How It Works Assessment, testing, and evaluation of candidates, pre-employment, pre-promotional and developmental evaluation How It Works - The Job Analysis We begin with an evaluation of the job or of your future needs in order to assure a good fit between candidate and job. How It Works - The Process We then custom fit a series of behavioral real life simulations, a series of personality and ability tests and a targeted behavioral interview. This multi-situational approach is further strengthened by our multi-assessor system, thus assuring a complete and detailed evaluation that is fair, objective, and thorough. The simulation elicits the skills important for the position and the future and provides the candidate an opportunity to show his or her stuff in life-like situations. There is no need here to predict potential based on a candidate's self description or an interviewer's subjective opinion. This method is more like an audition. A candidate cannot pretend. He or she must jump through the hoops. The testing is drawn from a carefully selected combination of tests or instruments that provide a complete and thorough birds eye view of the candidate's interests, personality, style and values, relevant to the position. How It Works- The Report We prepare a detailed report, attribute by attribute, skill-by-skill. Each is supported with the assessor's narrative. No boiler plate stuff here. Each candidate is addressed as the unique individual he or she is. The accuracy derived from this integrated process is uncanny. It is proven by research to be 10-17 times more accurate in predicting future performance and potential than any other process. It is so fair and unbiased that it has been used for years at the OFCC and EEOC for their internal selections and promotions. Assessment is not an act of describing, although that is an added benefit. Itis an act of predicting. Accurate prediction is the measure of our performance. The Importance of Choosing Better Leaders - The Looming Shortage of Talent Nothing an executive or manager does is more important, nor will impact the future of the organization more, than selecting key personnel. Eighty percent of a coach's success will be determined by his or her ability to recruit and select key players. Why do you think so much effort goes into the recruiting, drafting, scouting, and preseason training in professional sports? Yet the typical executive is selected based on two half hour interviews on average. More time goes into deciding where to place the new sculpture in the lobby than goes into selecting a new vice president. Peter Drucker says 2/3 of all managers and executives fail to meet up to the expectations held for them at the time they were hired. We think Drucker is an optimist. It is estimated that half of all executives in the U.S. will leave their jobs (retirement primarily) in the next 5-7 years. The war for talent has already begun, and it will become even more brutal. The size of the experienced pool to draw from has been shrinking for the past decade. Even in your own organization chances are that a combination of rapid growth and reducing the number of levels and managers has resulted in many fewer experienced, seasoned, and mature executives to draw from for senior level responsibilities. The reduced number of executives in most organizations has tragically reduced the amount and quality of mentoring, coaching and development of leaders for the future. We can help you choose the best--and develop the potential of all.
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