Here's What Our Clients Used to Complain About:
"I interviewed this candidate that had all of the skills and qualifications to do the work that was required for this position but unfortunately, he was not dependable and blamed others when things went wrong resulting in frustration by some of our better employees"
"More than once I have hired people that interviewed fairly well seemed interested in the job confirmed that they would be available for work starting next Monday so I hired them they never showed up…. Frustrating!"
I have an understanding with one of our new hires that it was very important to follow the company policy and rules because of our compliance requirements in dealing with government contracts, the bottom line is she did not follow our rules and caused us to have "serious problems with our client."
"I hired a customer service person and during the interview conveyed to them that it was very important to be a team player with our salesforce. On-the-job this person consistently tried to operate autonomously with our clients resulting in the loss of a very highly productive salesperson… I finally had to fire this person as she cost me thousands of dollars in lost business."
"A friend of mine referred a person to our company for employment based on the referral my manager hired him. For the first couple of months he did a great job but then we started to see that there were funds missing almost on a daily basis, as it ended up this person stole an estimated $2000 over the course of a month before were able to catch him. Very disappointing!"
"I recently hired a sales manager who had a great resume an impressive background in interviewed extremely well it seemed like a good team player so I hired him, three months down the road I discovered that this person liked to work alone isn’t really concerned about the performance of other people and was slow in any accurate working with numbers and data which were critical to closing new business. If only I could have known this before I hired this person I would’ve saved a ton of money in training costs, lost business and personal frustration."
"I have 14 tow truck drivers in my company and recently did an analysis of productivity to find out that five drivers out of the 14 produced 70% of the business. I wish I could find a way to hire more competent and motivated people, so I can get a better return on investment for my labor cost."
"I spent thousands of dollars training a new salesperson on our product line provided him leads only to experience a huge disappointment in his productivity. Frankly, I couldn’t put my finger on why he was not productive because he was very busy and seem to be making great contact with prospective buyers, the problem was he couldn’t close business opportunities. As it turns out I realize that this person just was not assertive enough to ask for an order and spent way too much time analyzing the business opportunity, and way too much time socializing instead of selling."
The solution is to use Behavioral Assessments to make informed hiring decisions.
- Behavioral Assessments are developed by industrial psychologists to identify those behavioral traits you need to know before you hire them.
- The tests are validated so you can have confidence in the information you get from the results.
- They describe the behavioral patterns the candidate possesses, coaching comments, and specific interview questions to ask during a face-to-face interview to probe those areas where questions may occur.
The Organizational Fit Survey Will Help you discover if a person is likely to be a problem employee in your organization.
What’s Important To Know BEFORE You make the job offer:
Do they fit your culture? ( do they exhibit the behavioral traits that are compatible with your organization)
Are they reliable? (likely to be dependable, stable, take responsibility for their actions.)
Likely to abuse drugs? ( likely to be free of illegal drug use rules)
Show up on time? (not likely to have attendance problems.)
Follow your rules? (likely to follow company policies and adhere to rules.)
Are non-violent? (likely to respect others and not engage in aggressive workplace behavior such as intentionally damaging company property.)
Are they a "Team Player"? (likely to cooperate in all aspects of their work relationships.)
Are they safety conscious? (likely to follow company safety rules and is cautious and vigilant about avoiding workplace accidents.)
Are they trustworthy? (likely to be honest.)
Did they try to fake the test? (candid and accurate in their responses and not trying to outsmart the test.)
The TalentValue Job Fit Assessments will help you determine if candidates can do the job, will be productive and like the job.
Benchmarked Job Specific Success Predictors that are predictive and reliable:
- You choose the behaviors you know will drive success for each job.
- The behaviors that drive success for a salesperson is different than the behaviors that drive success for an accounting individual.
- Your TalentValue Advisor will help you select the right grouping of behavioral traits for each job from our library of assessment modules.
- All validated behavioral scales are combined into one assessment designed for your job; based on what works for you.
Think of what information you have now when making your decision about whether to proceed or not:
- The resume to identify their work history
- The application with initial technical and behavioral information on how this candidate will perform on the job from the ATS.
- An Organizational Fit assessment to understand how they will fit in your company
- A Job Fit assessment to realize how they will handle the job and if they are the right job match.
- The face to face interview based on questions generated from their assessment results.
You are now ready to make an informed decision based on real data, not just a hope and a guess.
To understand what happens in the fourth step in the SELECT system, click to learn more