Assess Tbe
-
Upload
sarahcallery -
Category
Documents
-
view
898 -
download
3
description
Transcript of Assess Tbe
Taleo Business Edition Training
August 7,2009
Talent Selection. People Development
2
About Assess Systems
Innovative Software and I/O psychology consulting firm
Focused on Talent Selection and People Development
Over 25 years experience
Over 2000 clients—Millions assessed
Small-Medium Businesses and Fortune 1000 clients across all industries
Assessment solutions delivered in 42 countries in 16 languages
2
3
Our Solutions
3
Talent Selection People Development
Built from a Clear Definition of Success…..Streamlined with Technology
Professional & Leadership Development
360 Feedback
Executive Coaching
Succession Planning
Performance Management
Executive Assessment
Competency Modeling
Competency-Based Professional & Managerial Assessments
Hourly Pre-employment Testing
Interview Guides
44
Representative Clients
5
Business Issues We Help Solve
Increase Quality of Hire and Retention of Employees• Identify factors that distinguish success
• Implement assessment and behavioral interviews targeted to the job role
• Identify candidates with high probability of success
• Identify fit with company’s culture and role
Improve Hiring Manager Efficiency• Target high potential candidates first
• Conduct high quality interviews using assessment results and interview guides
• Make better informed hiring decisions
Increase Performance and Engagement of Employees• Assessment solutions (personality and 360) for development and succession planning
• Identify those with highest potential for leadership
• Focus developmental efforts on right areas needed for business5
6
TB
E - T
ec
hn
ol og
y
Selection Solutions An Integrated Selection Process
6
Goal: Increase quality of hire and decrease time to hire.
On-boarding
Hiring Decision
Behavioral Interview
Assessment
Application & Pre-Screen
Realistic Job Preview
Recruitment Message
Harvard Business Review study concluded that job match is the single, most important component of job success.
Each voice in the selection process should evaluate the candidate’s “fit” with the job.
7
The What, How, & Why of Talent
What are the desired outcomes for this role?
• Productivity/Financial
• People
• Customer
• Process
How do you achieve these results?
• Define the behaviors and competencies that lead to success in your environment
Why are some people more successful than others?
• Possess the right combination of innate and learned capabilities for the role
Our assessment focus is on innate capability
• Stable over time; difficult to train or change
• Personality: strong determinant of success7
How
Why
What
8
Assessment Solutions
Select• Entry-level roles
• Industry specific (call center, retail, banking)
Assess• Professionals & Managers
• Selection & Development components
8
9
Select Surveys for:Administrative Support
BankingCall Centers
Convenience StoresCustomer Service
RetailHealthcareHospitality
Leasing AgentsProduction & Distribution
Select for Entry-level, Hourly Positions
Pre-employment assessments validated for specific
jobs
• Work-related Personality
• Integrity/ Work Ethic / Conscientiousness
• Counter-Productive Behavior (optional)
• Job Willingness (optional)
Applicant completes the survey in 15-20 minutes
• Multi-language capability
Results are immediately available
2000 web launch; 1500+ client companies; available in 7 languages
10
Assessment ResultsRetail Sales Associate Example Report
Overall indices with screening recommendations to enhance quality of hire
• Rule of thumb is to “Avoid the Avoids”
• Will screen out approximately 20% of candidates depending upon survey
Performance Subscales• Characteristics predictive of
success based on criterion-validation studies
• Use interview guide to further understand the candidate’s strengths and potential weaknesses
10
11
Assessment ResultsRetail Sales Associate Example Report
Dynamic Interview Guide
• A behavioral interview protocol specific to
the role
• Candidate specific interview probes based
on assessment results
11
12
Our Validation ResultsRetail Sales Associates
12
13
Our Validation Results Longitudinal Look at Retail Sales Associates
Month 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 Managers
A web-based talent assessment that provides in-depth assessment for candidate selection
Developed by organizational psychologists and written in business language
Reports incorporate work-related personality measurement, competency-based feedback and behavioral interviews to evaluate candidates
Profile 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 Assessments
The 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 Profile
Measures 23 work-related personality characteristics
Displays candidate’s scores on each personality scale compared to the Assess norm database
• 50,000+ respondents
• Each box represents a decile
Quickly see where the candidate “stands out” from the norm
No good or bad result, depends upon the competencies needed for the job
• 5 pre-packaged competency models as part of TBE
Personality Graphic Profile
17
General Competency Models
Executive Manager Supervisor Sales Manager Sales Professional Professional/ Individual Contributor
Visioning Decisive Judgment Decisive Judgment Decisive Judgment Decisive Judgment Decisive Judgment
In-Depth Problem Solving
Championing Change
Adapting to Change Driving for Results Planning and Organizing
Adapting to Change
Championing Change Planning and Organizing
Planning and Organizing
Customer Focus Delivering Results Planning and Organizing
Driving for Results Driving for Results Driving for Results Resilience Customer Service Delivering Results
Influencing and Persuading
Managing Others Managing Others Persuading to Buy Resilience Resilience
Managing Others Coaching and Developing Others
Coaching and Developing Others
Managing Others Persuading to Buy Teamwork and Collaboration
Organizational Savvy Relationship Management
Motivating Others Motivating Others Relationship Management
Interpersonal Communication
Negotiation Negotiation
Business Acumen* Business Acumen* Functional Acumen* Presentation Skills* Functional Acumen*
Functional Acumen*
Integrity* Integrity* Integrity* Presentation Skills*
Integrity*
Courage of Convictions*
Written Communication*
Presentation Skills*
Continuous Learning*
18
Assess Profile Match Summary
Assess Profile Match
Indicates candidate’s match to each competency
Competencies with (*) indicate not measured by personality
In this example, the candidate’s personality will help him/her display good Decisive Judgment, and Relationship Management
However, his/her personality may hinder performance of Managing Others
19
Personality Feedback
Personality Feedback
Represents characteristics desirable and undesirable ranges for each competency
Identifies how candidate’s personality may help or hinder performance
Candidate’s scores on Realistic Thinking and Multi-Tasking helps him/her to Plan & Organize well. These scores do not fall within the desired range
Scores on Structured Thinking and Work Organization Hinder his/her Planning & Organizing. These scores fall within the desired range
20
Behavioral Interview Guide
Behavioral Interview
Behavior-based Interview Guide provide questions for each competency.
Conduct Interview or Forward to Hiring Manager
Standard questions for Competency are listed first
Follow-up questions based on candidate’s personality results for Competency
21
On-boarding Suggestions
Guidance for the hiring manager
Identifies areas of performance needs and what competencies impacted by personality
Provides management guidance to help on-board new hire
22
Decision Matrix
Decision Matrix
Recruiter 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 TBE
Login to TBE Account
Create/Edit Requisition and Assign Assessment ID
Choose Candidate(S) to Invite to Take Assessment
Send Email Using Email Template (edit as needed)
Review Status of Candidates (In Progress or Complete)
Review Assessment Report to determine fit with role
Conduct Interview or Forward to Hiring Manager
Provide Feedback to Hiring Manager
Candidate Receives Email
Candidate follows link to complete survey
Status Posts in TBE
Demo
24
Assessment for Selection in TBE
Assessment results integrated into TBE Candidate Display (note Assessment Status incorporated into view)
Demo
25
Our Value Proposition
Active 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 capability
Assessments tailored for specific job roles
• Criterion-based validation
• Adheres to APA Uniform Guidelines on testing
• ADA, EEOC compliant
Innovative, flexible solutions with exemplary service and support to our clients
Easy to implement within TBE
Integrity in everything we do
25