Ssssh! The Secret to a Successful Hire
There is no greater tragedy in the business world than hiring perfectly competent employees for jobs in which they are destined to fail. When this occurs, their potential is wasted. Hiring solutions measure essential behavior characteristics an employer needs to make the most intelligent hiring and selection decisions.
This article will provide information that can help you better understand how assessments and job performance models really work for selecting successful employees for particular jobs in your organization. Whether you are a business owner, executive, or manager, the following information will be beneficial to you.
The key to helping you make better hiring decisions and understanding the core characteristics of your top performers is employee assessments. The solutions actually help talent acquisition professionals and hiring managers predict job suitability and accurately match people with the work they will do in their new jobs.
Such assessments, like the ProfileXT®, combine tested and reliable data derived from pre-employment screening assessments with a customized job analysis survey to create a benchmark. This benchmark matches candidates to the specific job and the company culture. By including job fit as a key factor in your employee selection process, your hiring process will be significantly more effective.
How do benchmarks work?
Based on objective criteria, your management team selects top performers in a given position. The top performing employees are assessed on their mental ability, behavioral traits and occupational interest, which include the following core competencies:
- Learning index
- Verbal skill and reasoning
- Numerical ability and reasoning
- Energy level
- Assertiveness
- Sociability
- Manageability
- Attitude
- Decisiveness
- Independence
- Enterprising
- People Service
- Creative
- Mechanical
- Technical
- Financial
- Objective judgement
- Accommodating
A job profile analysis allows multiple managers to weigh their opinions and express views regarding a specific position. Once this job analysis has been completed, managers' responses are entered into the assessment center for processing. The result is a unique job profile, which we call a "performance model." Candidates applying or under consideration for that job will take the assessment, which will produce their behavioral profile. Then their profiles are compared to the performance model for the said job under consideration. This allows you to determine where the candidates share common characteristics to your top performers as well as where they differ.
Another great feature of such employee assessments is that they provide customized, comprehensive interview questions that are designed specifically for each candidate based on their assessment results. These specific interview questions are approved by the Department of Labor and can be used in the second interview. This gives your managers a critical advantage in the hiring process. But remember, the assessment results should only be used in one third of the hiring decision process.
Using employee assessments in your hiring and selection process will give you a competitive edge as you increase consistency and success in hiring talented employees. Matching people with the work they do creates a solid workforce that has the right people in the right positions. So there you have it, here at Profiles International we don't mind sharing our secrets of success!
Learn more about how assessments can impact your business today!
http://info.profilesinternational.com/profiles-employee-assessment-blog/bid/103372/ssssh-the-secret-to-a-successful-hire?source=Blog_Email_[Ssssh%21%20The%20Secret%20to]
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