With today's rapidly changing work environment and also 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 employ, with employee interviews, resume reviews and pre-screening candidates being among a couple of of the most usual. What if you might take the guess work out of the candidate selection process and realize that the candidate you are offering the job to fits not only your organization's culture, but in addition the job requirements, making them a really good fit for the job?
Employee assessments are becoming more popular as organizations realize the outcome are quantifiable and go a long way in determining one's work style behavioral attributes before they set foot in to an institution for the very first time.
A candidate may 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 concentrates on someone'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 advantage of these assessment tools will be the multifunctional ways also they can be used. The assessment tools not simply help an organization within the hiring process, however they can also 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 just employee selection, but for development and coaching also. Moreover, employees who understand their work style are better able to make more satisfying and successful career choices.
Another feature of assessments is the fact that they can be completely customizable so clients can select the kinds of behaviors that will be most significant for their specific jobs and organizational culture. The four core areas of management performance that the assessment offers insight into will be the following: Achieving results (e.g. Goal-Oriented, Influential); Coping with people (e.g. Supportive, Sociable); Solving problems (e.g. Analytical, Decisive); Managing self (e.g. Tough-Minded, Confident).
Hiring the proper candidate might be more than just determining how an individual may perform the technical side of a job. It's about an individual's work ethic and company evaluation what are their work style behavioral strengths and weaknesses. Assessments offer you the opportunity to forgo a hiring mistake by finding out in the event the candidate fits your organization's culture just before extending an offer. Save your organization time and money and make an investment within your people. In the end, your people are what keep your organization going.
Some companies use the typical and routine avenues to employ, with employee interviews, resume reviews and pre-screening candidates being among a couple of of the most usual. What if you might take the guess work out of the candidate selection process and realize that the candidate you are offering the job to fits not only your organization's culture, but in addition the job requirements, making them a really good fit for the job?
Employee assessments are becoming more popular as organizations realize the outcome are quantifiable and go a long way in determining one's work style behavioral attributes before they set foot in to an institution for the very first time.A candidate may 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 concentrates on someone'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 advantage of these assessment tools will be the multifunctional ways also they can be used. The assessment tools not simply help an organization within the hiring process, however they can also 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 just employee selection, but for development and coaching also. Moreover, employees who understand their work style are better able to make more satisfying and successful career choices.
Another feature of assessments is the fact that they can be completely customizable so clients can select the kinds of behaviors that will be most significant for their specific jobs and organizational culture. The four core areas of management performance that the assessment offers insight into will be the following: Achieving results (e.g. Goal-Oriented, Influential); Coping with people (e.g. Supportive, Sociable); Solving problems (e.g. Analytical, Decisive); Managing self (e.g. Tough-Minded, Confident).
Hiring the proper candidate might be more than just determining how an individual may perform the technical side of a job. It's about an individual's work ethic and company evaluation what are their work style behavioral strengths and weaknesses. Assessments offer you the opportunity to forgo a hiring mistake by finding out in the event the candidate fits your organization's culture just before extending an offer. Save your organization time and money and make an investment within your people. In the end, your people are what keep your organization going.