Employee Assessments
The revolutionary business book, Good to Great by Jim Collins, identified a key common success factor amongst great companies... get the "right people on the bus, then get them in the right seats". The study showed that this is the critical first step in creating a climate of great growth and profitability. So how do you get started?
Included below for your reference is information on resources available for "Getting the Right People in the Right Places" including several videos from Mason Duchatschek demonstrating the use of the tools and answering common questions.
Once you have seen enough, contact us to get started at donharkey@galtconsulting.com.
Included below for your reference is information on resources available for "Getting the Right People in the Right Places" including several videos from Mason Duchatschek demonstrating the use of the tools and answering common questions.
Once you have seen enough, contact us to get started at donharkey@galtconsulting.com.
Learn More about Using Employee Assessments
How do you select the "right people"?
Most employers utilize a traditional hiring process for identifying the "right people" to bring into the company. They utilize pre-screening techniques, background checks, drug testing, interviews, references, and resumes to determine whether a person is going to fit both the position and company culture. Yet companies often find the "wrong person" for a job because of personality traits, basic job skills, or integrity issues that aren't easily detected in the hiring process because you didn't ask, they didn't tell, or they didn't get caught. WATCH A VIDEO ON HIRING THE "RIGHT" PEOPLE
How do you select the "right seats"?
The most common characteristic that employers use for determining job placement once a person is inside the company is past job performance. Conventional wisdom says that if a worker does a great job, you promote them to a supervisor position. A great supervisor becomes a manager. A great manager becomes an executive. The problem with this approach is that each job carries different responsibilities and requires different strengths. A great worker might make a poor supervisor and vice versa. Ever heard the phrase "promoted past their skill level"? WATCH A VIDEO ON GETTING PEOPLE IN THE "RIGHT" PLACES
Managing your Investment
There are few larger investments than hiring a new employee or moving an existing employee to a new position. The costs include time, training, short-term performance, and even employee morale not to mention compensation and benefits. We are talking about a potential investment of thousands of dollars or more, even for hourly laborers. If you are going to make that kind of investment, you want to make sure you invest wisely. You want to find the "right" person and put them in the "right" place. This means finding a person with the basic skills, experience, integrity, and personality traits to match the job. Employment Testing can become a valuable part of your hiring process in assuring that you get the "right" person. Here's how...
Assessing Basic Skills - The Johnston Index
An employer hires a person for a receptionist job. The person seems very nice and organized. On the first day of the job, the person sits down at the desk, looks at the keyboard of the computer and says, "what's that?". Unfortunately, this is a true story. Determining whether a person has some basic skills required to perform a job is important, but some of those skills are difficult to detect in a typical hiring process. The Johnston Index assessment measures an applicant's skills in the areas of Problem Solving, Math, Vocabulary, and Spelling. You will still need to ask about more specific job skills (like computer experience), but these 4 areas are common stumbling blocks. If one or more of these skills is critical to success within a job, why not measure it? WATCH A VIDEO ON HIRING SKILLED EMPLOYEES
Assessing Integrity - The Insure Survey
Anyone who has done any amount of interviewing will tell you that it is amazing what people will tell you on an interview. People tend to view themselves and their lifestyle as typical and will be very forthcoming. The Insure Survey measures an applicants Integrity, Propensity toward Substance Abuse, Reliability, and Work Ethic. This tool couples with your interview process and gives you specific and targeted questions. For example, "In your survey, you answered that 'stealing is OK in certain circumstances'. Can you expand on that?" The applicants response will give you keen insight. WATCH A VIDEO ON HOW TO USE THE INSURE SURVEY
Assessing Personality - Personality Plus
Every person is hardwired with a personality. A personality is not "good or bad"... it just is what it is. Personality Assessments have been around for a long time and almost anyone who has taken one sees them as being extremely accurate. People who do jobs that match their own strengths are much happier and perform better. Each job has characteristics that match some personality traits better than others. The Personality Plus assessment scales an applicant's personality across various traits including Organization, Sensitivity, Imagination, Flexibility, Recognition, Tension, Probing Level, Social Need, Assertiveness, and Competitiveness. Success in a specific job may depend largely on specific personality traits. For example, a person with a low assertiveness and a high sensitivity would find it difficult being a supervisor. This tool allows employers to compare personality profiles with specific job profiles to determine areas of strengths and weaknesses... BEFORE the person is placed into the job. WATCH A VIDEO ON HOW TO USE PERSONALITY PLUS TO MATCH THE RIGHT PERSON WITH THE RIGHT JOB
The Hiring Suite - Online Tool
Employers who utilize any of these employment tests are given their own online tool for managing their "employee inventory" called the Hiring Suite. This tool allows employers to give assessments, score assessments, and review results. The tool also includes a feature called the Teammaster. You may have heard the quote, "people don't quit companies, they quit supervisors". This is very true. Some teams click and some teams don't. Teammaster utilizes the results of the Personality Plus assessments to tell you how a team will perform, work together, and potentially conflict... BEFORE the team is formed. WATCH A VIDEO ON THE TEAMMASTER TOOL
Frequently Asked Questions (FAQ's)
1) How do we introduce employment testing to people? VIDEO
2) Do employment tests discriminate? VIDEO
3) Does employment testing slow down the hiring process? VIDEO
4) Can I get sued for using employment assessments? VIDEO
5) Can a person "Fake Out" the assessment? VIDEO
6) Can the tool be used to improve a person's likelihood of being successful at a given position? VIDEO
7) Can assessments help manage / train employees? VIDEO
8) Can assessments help turn performance liabilities into assets? VIDEO
9) How do we introduce employment testing to our people? VIDEO
10) Do employment tests replace interviews or support the process? VIDEO
Most employers utilize a traditional hiring process for identifying the "right people" to bring into the company. They utilize pre-screening techniques, background checks, drug testing, interviews, references, and resumes to determine whether a person is going to fit both the position and company culture. Yet companies often find the "wrong person" for a job because of personality traits, basic job skills, or integrity issues that aren't easily detected in the hiring process because you didn't ask, they didn't tell, or they didn't get caught. WATCH A VIDEO ON HIRING THE "RIGHT" PEOPLE
How do you select the "right seats"?
The most common characteristic that employers use for determining job placement once a person is inside the company is past job performance. Conventional wisdom says that if a worker does a great job, you promote them to a supervisor position. A great supervisor becomes a manager. A great manager becomes an executive. The problem with this approach is that each job carries different responsibilities and requires different strengths. A great worker might make a poor supervisor and vice versa. Ever heard the phrase "promoted past their skill level"? WATCH A VIDEO ON GETTING PEOPLE IN THE "RIGHT" PLACES
Managing your Investment
There are few larger investments than hiring a new employee or moving an existing employee to a new position. The costs include time, training, short-term performance, and even employee morale not to mention compensation and benefits. We are talking about a potential investment of thousands of dollars or more, even for hourly laborers. If you are going to make that kind of investment, you want to make sure you invest wisely. You want to find the "right" person and put them in the "right" place. This means finding a person with the basic skills, experience, integrity, and personality traits to match the job. Employment Testing can become a valuable part of your hiring process in assuring that you get the "right" person. Here's how...
Assessing Basic Skills - The Johnston Index
An employer hires a person for a receptionist job. The person seems very nice and organized. On the first day of the job, the person sits down at the desk, looks at the keyboard of the computer and says, "what's that?". Unfortunately, this is a true story. Determining whether a person has some basic skills required to perform a job is important, but some of those skills are difficult to detect in a typical hiring process. The Johnston Index assessment measures an applicant's skills in the areas of Problem Solving, Math, Vocabulary, and Spelling. You will still need to ask about more specific job skills (like computer experience), but these 4 areas are common stumbling blocks. If one or more of these skills is critical to success within a job, why not measure it? WATCH A VIDEO ON HIRING SKILLED EMPLOYEES
Assessing Integrity - The Insure Survey
Anyone who has done any amount of interviewing will tell you that it is amazing what people will tell you on an interview. People tend to view themselves and their lifestyle as typical and will be very forthcoming. The Insure Survey measures an applicants Integrity, Propensity toward Substance Abuse, Reliability, and Work Ethic. This tool couples with your interview process and gives you specific and targeted questions. For example, "In your survey, you answered that 'stealing is OK in certain circumstances'. Can you expand on that?" The applicants response will give you keen insight. WATCH A VIDEO ON HOW TO USE THE INSURE SURVEY
Assessing Personality - Personality Plus
Every person is hardwired with a personality. A personality is not "good or bad"... it just is what it is. Personality Assessments have been around for a long time and almost anyone who has taken one sees them as being extremely accurate. People who do jobs that match their own strengths are much happier and perform better. Each job has characteristics that match some personality traits better than others. The Personality Plus assessment scales an applicant's personality across various traits including Organization, Sensitivity, Imagination, Flexibility, Recognition, Tension, Probing Level, Social Need, Assertiveness, and Competitiveness. Success in a specific job may depend largely on specific personality traits. For example, a person with a low assertiveness and a high sensitivity would find it difficult being a supervisor. This tool allows employers to compare personality profiles with specific job profiles to determine areas of strengths and weaknesses... BEFORE the person is placed into the job. WATCH A VIDEO ON HOW TO USE PERSONALITY PLUS TO MATCH THE RIGHT PERSON WITH THE RIGHT JOB
The Hiring Suite - Online Tool
Employers who utilize any of these employment tests are given their own online tool for managing their "employee inventory" called the Hiring Suite. This tool allows employers to give assessments, score assessments, and review results. The tool also includes a feature called the Teammaster. You may have heard the quote, "people don't quit companies, they quit supervisors". This is very true. Some teams click and some teams don't. Teammaster utilizes the results of the Personality Plus assessments to tell you how a team will perform, work together, and potentially conflict... BEFORE the team is formed. WATCH A VIDEO ON THE TEAMMASTER TOOL
Frequently Asked Questions (FAQ's)
1) How do we introduce employment testing to people? VIDEO
2) Do employment tests discriminate? VIDEO
3) Does employment testing slow down the hiring process? VIDEO
4) Can I get sued for using employment assessments? VIDEO
5) Can a person "Fake Out" the assessment? VIDEO
6) Can the tool be used to improve a person's likelihood of being successful at a given position? VIDEO
7) Can assessments help manage / train employees? VIDEO
8) Can assessments help turn performance liabilities into assets? VIDEO
9) How do we introduce employment testing to our people? VIDEO
10) Do employment tests replace interviews or support the process? VIDEO
