Is your job mismatch problem costing you money? Are your interviews failing to identify the right hire? With all of your conscientious focus on asking the right questions and conducting the best job interview, you can never quite be sure what you will get. What is really needed is insight into the candidate's values (what truly motivates them), behaviors (how they will behave), attributes (the attributes they can bring to the organization), thinking style (intellectual capacity), emotional intelligence (vital emotional and social skills), and job fit (how well the candidate stacks up against a benchmark of excellence).
The topmost factor for ensuring hiring success and avoiding the job mismatch problem in your organization is through the use of candidate benchmarking and job match testing. The HarBeck Company’s job benchmarking process identifies the traits and qualities that an ideal candidate needs to possess in order to be successful in a particular position. Each job benchmark then serves as a standard to compare potential new hires against.
Placing the Right Talent in the Right Job dramatically increases your likelihood of success. Our powerful job match testing strategy enables you to replace inherent biases (halo effect!) present during the employee selection process and ensure the success of the new hire and the organization as a whole.
Do you have the right employees on your team? Are your hiring and selection processes delivering low-turnover, high-impact employees? Do you have systems in place to help you retain your best people?
Even experienced managers can have challenges with human resources issues like hiring and developing employees. Too many managers rely on their experience or intuition to make essential decisions. When it comes to your employees though, a wrong decision can cost you an incredible amount of time, money, and lost opportunities. To avoid these losses, take advantage of valuable assessment tools based on behavioral science findings. These tools help you manage employee risk by guiding you to objectively discover critical attributes that drive performance and evaluate risks that individual candidates may present.
Employee turnover represents one of the single largest under-reported costs in business. Terminating an unproductive employee can cost 5 to 10 times that person's salary. How much is it worth to you to have the right person in the right job? Are you tired of filling your "pool" with a bucket full of holes? Contact us for a free consultation.
If you can identify with any of these questions, we want you to learn how we evaluate prospective candidates BEFORE you hire them.
When people change and improve it is usually through a relationship with another person. Coaching is used for change. Whether the goal is performance improvement, onboarding to ensure new position success, remediation for poor performance, or for strategic development, coaching is the strategy of choice for most organizations.
Onboarding refers to the mechanism through which new executives or the newly promoted acquire the necessary knowledge, skills, and behaviors to become effective organizational members and insiders. The tactics we use in this process include a battery of assessments and coaching. Research has demonstrated that coaching among other organizationally sponsored socialization techniques leads to positive outcomes for new employees such as higher job satisfaction, better job performance, greater organizational commitment, and reduction in stress and intent to quit. These outcomes are particularly important to an organization looking to retain a competitive advantage in an increasingly mobile and globalized workforce. In the United States, for example, up to 25% of workers are organizational newcomers engaged in an onboarding process.