With today's rapidly changing work environment and the cost of on boarding being so high, how can your organization avoid the costly mistakes of hiring the wrong individual for the job?
A lot of businesses use the regular and routine avenues to hire, with employee interviews, resume reviews and pre-screening candidates being among a few of the most frequent. What if you may take the guess work out of the hiring process and realize that the candidate you are offering the job to fits not only your organization's culture, but also the job requirements, making them a very good fit for the job?
Employee assessments are becoming more popular as organizations realize the outcome are quantifiable and go a ways in determining one's work style behavioral attributes before they set foot in to an organization for the very first time.
A candidate could possibly be well qualified for the technical facets of a position, but how do they measure up on the non-technical parts of the job (e.g. are they a collaborative team player, do they make good judgment calls, are they goal-oriented)? By way of a series of questions, an employee assessment focuses on a person's work style and determines what their "degree of fit" for the position and culture is, leading to hiring top performers and maximizing employee satisfaction. Someone's work style is more than personality, more than a skill set. It's how employees act or behave because they carry out their work roles.
One advantage of these assessment tools will be the multifunctional ways they can be used. The board assessment tools tools not only help an institution in the candidate selection process, but they also can be used as an employee retention tool. These assessments will identify gaps between employee work styles and job requirements, providing a road map for not simply employee selection, but for development and coaching as well. Also, employees who understand their work style are better able to make more satisfying and successful profession choices.
Another feature of assessments is that they can be completely customizable so clients can select the types of behaviors which are most critical for their specific jobs and organizational culture. The 4 core areas of management performance that the assessment offers insight into will be the following: Achieving results (e.g. Goal-Oriented, Influential); Working with people (e.g. Supportive, Sociable); Solving problems (e.g. Analytical, Decisive); Managing self (e.g. Tough-Minded, Confident).
Hiring the right candidate might be more than just determining how an individual might perform the technical side of a job. It's about someone's job ethic and what are their work style behavioral strengths and weaknesses. Assessments offer you the opportunity to forgo a hiring mistake by finding out if the candidate fits your organization's culture prior to extending an offer. Save your organization time and money and make an investment in your people. After all, your people are what keep your organization going.
A lot of businesses use the regular and routine avenues to hire, with employee interviews, resume reviews and pre-screening candidates being among a few of the most frequent. What if you may take the guess work out of the hiring process and realize that the candidate you are offering the job to fits not only your organization's culture, but also the job requirements, making them a very good fit for the job?
Employee assessments are becoming more popular as organizations realize the outcome are quantifiable and go a ways in determining one's work style behavioral attributes before they set foot in to an organization for the very first time.A candidate could possibly be well qualified for the technical facets of a position, but how do they measure up on the non-technical parts of the job (e.g. are they a collaborative team player, do they make good judgment calls, are they goal-oriented)? By way of a series of questions, an employee assessment focuses on a person's work style and determines what their "degree of fit" for the position and culture is, leading to hiring top performers and maximizing employee satisfaction. Someone's work style is more than personality, more than a skill set. It's how employees act or behave because they carry out their work roles.
One advantage of these assessment tools will be the multifunctional ways they can be used. The board assessment tools tools not only help an institution in the candidate selection process, but they also can be used as an employee retention tool. These assessments will identify gaps between employee work styles and job requirements, providing a road map for not simply employee selection, but for development and coaching as well. Also, employees who understand their work style are better able to make more satisfying and successful profession choices.
Another feature of assessments is that they can be completely customizable so clients can select the types of behaviors which are most critical for their specific jobs and organizational culture. The 4 core areas of management performance that the assessment offers insight into will be the following: Achieving results (e.g. Goal-Oriented, Influential); Working with people (e.g. Supportive, Sociable); Solving problems (e.g. Analytical, Decisive); Managing self (e.g. Tough-Minded, Confident).
Hiring the right candidate might be more than just determining how an individual might perform the technical side of a job. It's about someone's job ethic and what are their work style behavioral strengths and weaknesses. Assessments offer you the opportunity to forgo a hiring mistake by finding out if the candidate fits your organization's culture prior to extending an offer. Save your organization time and money and make an investment in your people. After all, your people are what keep your organization going.