Assess Tbe
- 1. Talent Selection. People DevelopmentTaleo Business Edition TrainingAugust 7,2009
- 2. About Assess SystemsInnovative Software and I/O psychology consulting firm Focused on Talent Selection and People DevelopmentOver 25 years experienceOver 2000 clients—Millions assessedSmall-Medium Businesses and Fortune 1000 clients across all industriesAssessment solutions delivered in 42 countries in 16 languages2
- 3. Our SolutionsPeople DevelopmentTalent SelectionExecutive AssessmentCompetency ModelingCompetency-Based Professional & Managerial AssessmentsHourly Pre-employment TestingInterview GuidesProfessional & Leadership Development360 FeedbackExecutive CoachingSuccession PlanningPerformance ManagementBuilt from a Clear Definition of Success…..Streamlined with Technology3
- 5. Business Issues We Help Solve Increase Quality of Hire and Retention of EmployeesIdentify factors that distinguish successImplement assessment and behavioral interviews targeted to the job roleIdentify candidates with high probability of successIdentify fit with company’s culture and roleImprove Hiring Manager EfficiencyTarget high potential candidates firstConduct high quality interviews using assessment results and interview guidesMake better informed hiring decisionsIncrease Performance and Engagement of EmployeesAssessment solutions (personality and 360) for development and succession planningIdentify those with highest potential for leadershipFocus developmental efforts on right areas needed for business5
- 6. TBE - TechnologySelection Solutions An Integrated Selection ProcessHarvard Business Review study concluded that job match is the single, most important component of job success.Recruitment MessageEach voice in the selection process should evaluate the candidate’s “fit” with the job.Realistic Job PreviewApplication & Pre-ScreenAssessmentBehavioral InterviewHiring DecisionGoal: Increase quality of hire and decrease time to hire.On-boarding6
- 7. The What, How, & Why of TalentWhat are the desired outcomes for this role?Productivity/FinancialPeopleCustomerProcess How do you achieve these results? Define the behaviors and competencies that lead to success in your environmentWhy are some people more successful than others?Possess the right combination of innate and learned capabilities for the roleOur assessment focus is on innate capability Stable over time; difficult to train or changePersonality: strong determinant of success7WhyHowWhat
- 8. Assessment SolutionsSelectEntry-level rolesIndustry specific (call center, retail, banking)AssessProfessionals & ManagersSelection & Development components8
- 9. Select for Entry-level, Hourly PositionsPre-employment assessments validated for specific jobsWork-related PersonalityIntegrity/ Work Ethic / ConscientiousnessCounter-Productive Behavior (optional)Job Willingness (optional)Applicant completes the survey in 15-20 minutesMulti-language capabilityResults are immediately availableSelect Surveys for:Administrative SupportBankingCall Centers Convenience StoresCustomer ServiceRetailHealthcareHospitalityLeasing AgentsProduction & Distribution2000 web launch; 1500+ client companies; available in 7 languages
- 10. Assessment ResultsRetail Sales Associate Example ReportOverall indices with screening recommendations to enhance quality of hireRule of thumb is to “Avoid the Avoids”Will screen out approximately 20% of candidates depending upon surveyPerformance SubscalesCharacteristics predictive of success based on criterion-validation studiesUse interview guide to further understand the candidate’s strengths and potential weaknesses10
- 11. Assessment ResultsRetail Sales Associate Example ReportDynamic Interview Guide A behavioral interview protocol specific to the roleCandidate specific interview probes based on assessment results 11
- 12. Our Validation ResultsRetail Sales Associates12
- 13. Our Validation Results Longitudinal Look at Retail Sales AssociatesMonth after month, those who had the right talent for retail sales (shown in green) outperformed those who lacked the “right stuff” (shown in red) 13
- 14. Assess for Professionals and ManagersA web-based talent assessment that provides in-depth assessment for candidate selection Developed by organizational psychologists and written in business languageReports incorporate work-related personality measurement, competency-based feedback and behavioral interviews to evaluate candidatesProfile Assessment enables an organization to quickly measure potential, so they bring efficiency to today’s large applicant volumes and urgent hiring needs 14
- 15. Objective of Profile AssessmentsThe assessment assists Hiring Managers to answer these key questions:Apart from skills and knowledge, what is this candidate really like?How does the candidate fit with the position (competencies) and the organization?How does this person compare to others assessed and being considered for the position?
- 16. Assess Reports - Graphic ProfilePersonality Graphic ProfileMeasures 23 work-related personality characteristicsDisplays candidate’s scores on each personality scale compared to the Assess norm database50,000+ respondentsEach box represents a decileQuickly see where the candidate “stands out” from the normNo good or bad result, depends upon the competencies needed for the job5 pre-packaged competency models as part of TBE
- 18. Assess Profile Match SummaryAssess Profile Match In this example, the candidate’s personality will help him/her display good Decisive Judgment, and Relationship ManagementHowever, his/her personality may hinder performance of Managing OthersIndicates candidate’s match to each competencyCompetencies with (*) indicate not measured by personality
- 19. Personality FeedbackPersonality FeedbackScores on Structured Thinking and Work Organization Hinder his/her Planning & Organizing. These scores fall within the desired rangeCandidate’s scores on Realistic Thinking and Multi-Tasking helps him/her to Plan & Organize well. These scores do not fall within the desired range Represents characteristics desirable and undesirable ranges for each competencyIdentifies how candidate’s personality may help or hinder performance
- 20. Behavioral Interview GuideBehavioral InterviewStandard questions for Competency are listed firstFollow-up questions based on candidate’s personality results for CompetencyBehavior-based Interview Guide provide questions for each competency. Conduct Interview or Forward to Hiring Manager
- 21. On-boarding SuggestionsGuidance for the hiring managerIdentifies areas of performance needs and what competencies impacted by personalityProvides management guidance to help on-board new hire
- 22. Decision MatrixDecision MatrixRecruiter or Hiring Manager can use matrix to document overall evaluation of candidate at the end of the selection process to help make the decision.
- 23. Assessment for Selection in TBELogin to TBE AccountCreate/Edit Requisition and Assign Assessment IDChoose Candidate(S) to Invite to Take AssessmentSend Email Using Email Template (edit as needed)Candidate Receives EmailCandidate follows link to complete surveyReview Status of Candidates (In Progress or Complete)Status Posts in TBEReview Assessment Report to determine fit with roleConduct Interview or Forward to Hiring ManagerDemoProvide Feedback to Hiring Manager
- 24. Assessment for Selection in TBEAssessment results integrated into TBE Candidate Display (note Assessment Status incorporated into view)Demo
- 25. Our Value PropositionActive involvement of I/O Psychologists with extensive experience across industries including hospitality, retail, manufacturing, call centers, insurance, financial, etc.Well-developed, validated assessments with cross-cultural, multi-language capabilityAssessments tailored for specific job rolesCriterion-based validationAdheres to APA Uniform Guidelines on testingADA, EEOC compliantInnovative, flexible solutions with exemplary service and support to our clientsEasy to implement within TBEIntegrity in everything we do25