Employee Talent Assessments Guarantee Higher Productivity Within Your Organization.
One of the main reasons your top people work out so well is because of their personality, character/talent traits, vision, and ability to mesh well with the company’s culture. These employees understand what is required to do the job and are able to work well with management. Departmental success demonstrates these traits, which are evident in their employees. As you understand and recognize the traits of your best employees, you can select future qualified candidates that fit the mold for the position you are trying to fill. Hiring the wrong candidate is not only costly but also decreases employee morale, reduces productivity, and sways the organization from its objectives.
Departmental Studies detect flawed personality traits in employees with low levels of productivity in comparison to those with high levels of productivity.
Equipped with this information before hand, a poor hire may have been disqualified early on. This saves the organization time, money and a multitude of headaches. Benchmarked and proven candidate profiles evaluate the primary and secondary personality types of individuals to indicate what percentage of each personality type is displayed within day‐to‐day activities.
The standard profiles are based on industry generalization and can be benchmarked against the high performing employees in a particular department or the entire organization. The benchmarked assessment is compared to the results of your “A talent.” Detailed written and visual results are delivered with full explanations of each of the characteristics of the employee or candidate. You basically know as much about the individual as his family and friends do.
This is a great tool to use when interviewing new candidates as it provides interview questions to address the candidate’s extreme traits, and is also beneficial during semi/annual performance reviews.
The conjecture by some is that the standard assessments are not accurate and can be driven toward results that are not in line with the candidate’s employment objectives. It is true that some assessments lean toward the goals of the organization, but our assessments will address both of these concerns!
It will signal out the candidate as deficient with the traits of the department within the organization but also allow that candidate to understand that the company may not be suited for them either. Each department will utilize their own focused assessment (as an example) the sales department will use the sales aptitude assessment, management will use the management aptitude assessment, but an employee engagement assessment might be globalized throughout the entire organization. An individual who did not mesh well in one department might display excellent traits to excel within another department.