Using Assessments For Business Results!

Facilitated By: Ron Bower President, Brickpath Group, LLC

April 16, 2015

Background

• Corporate user

• Corporate decision maker

• Consultant on selection

• Assessment provider

• Completed 360’s

• Executive Coach

• HR Coach

• Current user

Topic Overview

• Incorporating into culture • Selecting a vendor(s) • Types of assessments • Case studies • Random thoughts…

Your Priorities?

30% of failed hires

are due to

unclear

performance objectives.

-- Robert Half Survey

80% of turnover is due to

bad hiring decisions -- Harvard Business Review

Cost of a poor hiring

decision

30% -- U.S. Department of

Labor

First Things First

• Strategy

• Clearly defined culture

• Clearly defined roles

• Clearly defined objectives

• Employment brand

• Pipeline of talent

• Candidate experience

• Interviewing skills

Reasons For Not Testing?

• Cost

• Fear of legal action

• Lack of knowledge

• Decision making works

• Coaching works

• Complicated to select right vendor(s)

Reasons For Testing

• $ savings in selection

• Cost of wrong decision

• Assessing traits that can’t be trained

• Consistency

• High volume

• Reduce turnover

Integration • Business strategy

• Talent management strategy

• Consistently align with:

– Selection

– Onboarding

– Personal development

– Team development

– Employee engagement

– Performance reviews

– Succession Planning

Interviews: The First Assessment

Types Of Assessments

• Home Grown

• Off the Shelf

• Customized

• Established

• Metrics driven

• Flexible

• Technology based

• Properly staffed

• ROI focused

What To Look For In A Vendor

Reliability: Consistency of test results

Validity: accuracy of tests in predicting performance, behavior, etc.

Refresh: Psychology 101

Questions To Ask The Vendor

• What does the test measure?

• What does it not measure?

• Research/process to develop?

• Experience/education that qualifies you to develop?

• Evidence on reliability and validity of test?

Questions To Ask The Vendor

• Evidence about lack of bias or discrimination?

• # times assessment has been challenged by litigation?

– Lost

– Settled

• Interpretation support?

• Cost?

Questions to Ask Yourself • Can we cost justify this specific assessment?

• What is the impact to the candidate experience?

• Where in the process will we use this?

• Are these people we want to work with?

Questions to Ask Yourself

• Will we use the assessment, and results, consistently?

• Have we improved everything else we can?

• What’s our legal stand on use of assessments?

Pre-Employment Assessments

• Online

• Review and analysis by consultant/psychologist

• Executive assessment

Motivation

Leadership

Work

Approach

Interpersonal

Style

Judgment

Sales Skills

Sample – Leadership Index

LEADERSHIP INDEX©

Sample Hit 3 of 5 Target Ranges

Target

Ranges Dimensions

Percentile Scores

Low 1-34

Average 35-65

High 66-99

Decision-Making

50-99 Strategic 23

Innovative 12

Decisive 90

50-99 Participative 70

Influence

50-99 Presence 5

Communicative 88

Persuasive 5

Motivating 27

Dominant 12

Cooperative 89

Versatile 95

Management

Delegation 60

Structure 93

50-99 Follow-Up 96

Coaching 29

50-99 Driving Results 61

Compassion 97

Sample – Interview Questions

INTERVIEW QUESTIONS FOR JOHN SAMPLE

COMPETENCY INDEX

RESULTS

Meeting commitments and achieving goals.

1. Give examples of work goals you have had and what you actually achieved.

2. How would you describe your results versus those of your co-workers?

3. What do you do when you think you may fail to meet a goal? Give an example.

4. Describe a situation when you went "above and beyond" expectations to reach a goal.

SERVICE

Listening to people and responding to their needs.

1. Please describe what providing service to others means to you.

2. Describe a work situation where you went the "extra mile" for someone.

3. Give an example of when you did not satisfy someone. What happened?

4. How do you balance getting your work done with attending to requests from others?

FLEXIBILITY

Adjusting to change and adapting to different circumstances.

1. How do you respond if you are asked to do something that you do not enjoy?

2. How do you react to handling new assignments? Give an example.

3. How do you handle a change in schedule that occurs at the last minute? Give an example.

4. What kind of pace or variety do you prefer at work?

Establishing An Effective Pre-Employment Program

• Identify jobs where testing might be helpful

• Clearly define job and organizational requirements

• Is test useful for evaluating your requirements

• Select or develop a test

• Validate

• Implement. Consistently!

• Train

• Evaluate

• Validate. Again.

Sample Leadership Development Report

LEADERSHIP INDEX

Decision-Making • Strategic • Innovative • Decisive • Participative

Influence • Presence • Communicative • Persuasive • Motivating • Dominant • Cooperative • Versatile

Management • Delegation • Structure • Follow-Up • Coaching • Driving Results • Compassion

EMOTIONAL INTELLIGENCE INDEX

Awareness Factors • Emotional Awareness • Interpersonal Awareness • Organizational Awareness

Resilience Factors • Optimism • Confidence

Personal Factors • Even-Tempered • Building Trust • Proactive • Goal-Driven

Relationship Factors • Empathy • Inspiring Others • Influencing People • Leading Change • Promoting Teamwork • Developing Others • Relating to Others

COMPETENCY INDEX

Motivating Factors • Service • Ambition • Improvement • Loyalty

Work Approach • Results • Initiative • Quality • Flexibility

Interpersonal • Attitude • Assertiveness • Composure • Teamwork • Communicative • Versatile

Decision-Making • Integrity • Resourceful • Judgment

Sample – Developmental Suggestions

The following behaviors were identified because your scores were relatively low or fell outside the ideal target ranges. You should use these suggestions as they are or as thought-starters for

constructing personal action plans.

Personality Assessments

360 Feedback

• Who

• What

• Where

• When

• Why

• How

Sample – PRADCO 360

Employee Engagement

• Who

• What

• Where

• When

• Why

• How

Other Assessment Examples

• Conflict management styles

• Drivers

• Leadership

• Technical

• Call center

• Customer service

• Sales

• Math

Case Study: Pre-

Employment

Case Study: Pre-Employment

Case Study: Pre-Employment

Case Study: We Are In Our Own Way

Case Study: Fred is Broken

Case Study: Get ‘em Early

Case Study: Fully Integrated

Case Study: Help! It’s Ugly Over

Here

Random Thoughts: Assimilation

• Day one development plan

• Prep for the next job

Random Thoughts: Coaching

• Self development

• HR

• Manager

• External coach

Random Thoughts: Performance

Reviews

• As part of

• Separate?

Random Thoughts: Succession Planning

• Short-term • Long-term • Gaps • Work the plan!