With today's rapidly changing work setting as well as the cost of on boarding being so high, how can your organization avoid the costly mistakes of hiring the wrong individual for the job?
Some companies use the typical and routine avenues to hire, with employee interviews, resume reviews and pre-screening candidates being among a number of of the most common. What if you may take the guess work out of the candidate selection process and know that the candidate you're offering the job to fits not just your organization's culture, but also the job requirements, making them a really good fit for the job?
Employee assessments are becoming more popular as organizations realize the end result are quantifiable and go a considerable way in determining one's work style behavioral attributes before they set foot in to an institution for the very first time.
A candidate might be well qualified for the technical aspects 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 an individual'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 might be more than personality, more than a skill set. It's how employees act or behave because they carry out their work roles.
One benefit of these assessment tools will be the multifunctional ways also they can be used. The assessment tools not only help an organization within the hiring process, nevertheless they can also be used as an employee retention tool. These assessments will identify gaps between employee work styles and boardtech job requirements, providing a road map for not only employee selection, but for development and coaching as well. In addition, employees who understand their work style are better able to make more satisfying and successful profession choices.
Another feature of assessments is the fact that they can be completely customizable so clients can select the kinds of behaviors that are most important for their specific jobs and organizational culture. The four core areas of management performance that the assessment offers insight into are the following: Achieving results (e.g. Goal-Oriented, Influential); Going through people (e.g. Supportive, Sociable); Solving problems (e.g. Analytical, Decisive); Managing self (e.g. Tough-Minded, Confident).
Hiring the correct candidate is more than just determining how a person might perform the technical side of a job. It's about a person's work ethic and what are their work style behavioral strengths and weaknesses. Assessments offer you the chance to forgo a hiring mistake by finding out if the candidate fits your organization's culture ahead of extending an offer. Save your organization time and expense and make an investment within your people. After all, your people are what keep your organization going.
Some companies use the typical and routine avenues to hire, with employee interviews, resume reviews and pre-screening candidates being among a number of of the most common. What if you may take the guess work out of the candidate selection process and know that the candidate you're offering the job to fits not just your organization's culture, but also the job requirements, making them a really good fit for the job?
Employee assessments are becoming more popular as organizations realize the end result are quantifiable and go a considerable way in determining one's work style behavioral attributes before they set foot in to an institution for the very first time.
A candidate might be well qualified for the technical aspects 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 an individual'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 might be more than personality, more than a skill set. It's how employees act or behave because they carry out their work roles.
One benefit of these assessment tools will be the multifunctional ways also they can be used. The assessment tools not only help an organization within the hiring process, nevertheless they can also be used as an employee retention tool. These assessments will identify gaps between employee work styles and boardtech job requirements, providing a road map for not only employee selection, but for development and coaching as well. In addition, employees who understand their work style are better able to make more satisfying and successful profession choices.
Another feature of assessments is the fact that they can be completely customizable so clients can select the kinds of behaviors that are most important for their specific jobs and organizational culture. The four core areas of management performance that the assessment offers insight into are the following: Achieving results (e.g. Goal-Oriented, Influential); Going through people (e.g. Supportive, Sociable); Solving problems (e.g. Analytical, Decisive); Managing self (e.g. Tough-Minded, Confident).
Hiring the correct candidate is more than just determining how a person might perform the technical side of a job. It's about a person's work ethic and what are their work style behavioral strengths and weaknesses. Assessments offer you the chance to forgo a hiring mistake by finding out if the candidate fits your organization's culture ahead of extending an offer. Save your organization time and expense and make an investment within your people. After all, your people are what keep your organization going.