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?
Many businesses 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 frequent. What if you might 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 additionally the job requirements, making them an extremely 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 organization for the first time.
A candidate might 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)? Through 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 execute their work roles.
One benefit of these assessment tools is the multifunctional ways also they can be used. The assessment tools not only help an institution within the candidate selection process, but they can also be used as being 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, company evaluation but for development and coaching also. Furthermore, employees who understand their work style are better able to make more satisfying and successful career choices.
Another feature of assessments is that they're completely customizable so clients can select the types of behaviors which are most significant 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 correct candidate might be more than just determining how a person can perform the technical side of a job. It's about an individual's job ethic and what are their work style behavioral strengths and weaknesses. Assessments offer you a chance 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 within your people. After all, your people are what keep your organization going.
Many businesses 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 frequent. What if you might 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 additionally the job requirements, making them an extremely 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 organization for the first time.
A candidate might 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)? Through 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 execute their work roles.
One benefit of these assessment tools is the multifunctional ways also they can be used. The assessment tools not only help an institution within the candidate selection process, but they can also be used as being 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, company evaluation but for development and coaching also. Furthermore, employees who understand their work style are better able to make more satisfying and successful career choices.
Another feature of assessments is that they're completely customizable so clients can select the types of behaviors which are most significant 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 correct candidate might be more than just determining how a person can perform the technical side of a job. It's about an individual's job ethic and what are their work style behavioral strengths and weaknesses. Assessments offer you a chance 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 within your people. After all, your people are what keep your organization going.