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KeenHire has tested and researched over 100 different assessment and has found some great resources, with multiple uses as well as some good, average and below average tools with limited viability as a hiring and retention tool.
When seeking an assessment, keep in mind the assessment company is there to sell the tool, the consulting company is there to show you many resources and educate you to choose wisely. Whether you are using an instrument to develop hiring protocols, benchmarks of A players, high performance teams, uncover competency gaps, build a training or succession plan, each tool brings a unique set of offerings. When we chose an assessment to represent our PhD`s, Organizational Development professionals and Recruitment leaders vet the tool for accuracy, validation, discrimination testing and distortion measurements.
When selecting the right assessment, KeenHire recommends that you ensure your assessment measures all three of the critical areas — competencies, values and behaviors.
All three must be reviewed and understood when making decisions in selection, coaching development, succession planning, strategic workforce planning, and personal career planning. Ideally, you will consider all three when designing a selection process. It is always best to start with a solid benchmarking process and make sure that your process is capturing all three of these components in order to closely meet various legal requirements for using assessments.
Competencies (Skills and Experience)
Assess Job Fit, the match between the competencies required for on-the-job success and the competencies of the various candidates, using assessment instruments such as the ones that KeenHire recommends. It is important to note that it takes 12-24 months for an average person to become unconsciously competent in a new skill or competency.
Values (Attitudes and Beliefs)
These are typically at the core of who someone is. If someone is not in tune with your company, service offerings and business model, and they are so far disengaged at their core, you can never get them to be a great productive employee. On the other hand, if you engage someone at their core, and who they are is a natural fit for what your company offers, peak performance is close at hand. Their passion, commitment and drive are naturally expressed in the role because it is a good fit.
Behaviors
These are the external expression of how we react to life, whether it be conflict, interaction or stress; as behaviors are developed in humans from the ages of 3-21 or so, this area is the most difficult to change. In actuality the only person who can truly changes one`s behavior is oneself.
Do your homework BEFORE you hire, and empower your team to CHOOSE WISELY.
Achiever
Identify Your “Go To” People
DiSC
Onboard, Develop, and Coach with Confidence — bring out the most in your people
KeenClues™
Excellent Tool for Previewing Your Job Applicants
Merit
Identify and Develop Character-Based Leaders
Motivational
People Do Things for Their Reasons, Not Yours — find out why they succeed
TriMetrix®
A Must for Difference Maker Hires — competencies, behaviors, motivations, and emotional intelligence in a one-hour powerhouse tool
Choose Assessments Wisely - Workshop
Workshop on Behavioral Interviewing and Assessments
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Choosing Assessments Wisely - Article
Be a Recruiting Tour de Force
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