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Liu Brooklyn Genos Overview#2 (Recruitment)
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Liu Brooklyn Genos Overview#2 (Recruitment)

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Part II - Genos Emotional Intelligencce Presentation

Part II - Genos Emotional Intelligencce Presentation

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Liu Brooklyn Genos Overview#2 (Recruitment) Liu Brooklyn Genos Overview#2 (Recruitment) Presentation Transcript

  • LIU Brooklyn Campus MNYCCPOA Event 1/15/09 Genos EI Applications Employee recruitment and selection Renee M. Alfieri, Career & HR Development Coach, Empowering Inquiry by Renee, LLC | www.empoweringinquiry.com Renee@Empoweringinquiry.com | 516-809-6294| www.mylifecompass.com/Alfieri718 – Affordable Group Coaching |
  • The assessment of emotional intelligence at work
    • EI completes a part of the picture that has been missing for some time
    • Examples of complementing workplace assessments
    • Intellect
      • Learning Agility
      • Full scale IQ assessments
    • Personality and Preferences
      • Hogan’s Personality Inventory
      • Myers-Briggs Type Indicator
      • Hermann Brain Dominance Index
      • Team Management Index
      • Life Styles Inventory
    • Motivations
      • Employee Motivation Assessments
      • Workplace Values Audits
    • Emotional Intelligence
      • Genos EI
    Renee M. Alfieri, Career & HR Development Coach, Empowering Inquiry by Renee, LLC | www.empoweringinquiry.com Renee@Empoweringinquiry.com | 516-809-6294| www.mylifecompass.com/Alfieri718 – Affordable Group Coaching | Intellect (IQ) Preferences Motivations Emotional Intelligence
  • Recruitment and selection best practice
    • Genos promotes recruitment best-practice using Emotional Intelligence by:
        • Determining the ‘ideal’ candidate’s Genos EI profile
        • Completing a Genos EI assessment with each candidate (can be completed as a multi-rater for internal roles)
        • Conducting an EI behavioral interview on the basis of the candidate’s Genos EI assessment results
        • Conducting a workplace simulation that requires the use of EI with each candidate
        • Completing an EI reference check for each candidate
        • Aggregating each candidate’s EI assessment results to produce a Global EI score
    • Match each candidate’s Global EI score with other data ( e.g., personality, IQ, experience) to help make the decision
    Renee M. Alfieri, Career & HR Development Coach, Empowering Inquiry by Renee , LLC | www.empoweringinquiry.com Renee@Empoweringinquiry.com | 516-809-6294| www.mylifecompass.com/Alfieri718 – Affordable Group Coaching |
  • Introducing Genos EI Recruit TM
    • The Genos EI-Recruit employee recruitment and selection methodology is completely scalable to meet any organization’s needs.
    • Each component is as follows:
    Renee M. Alfieri, Career & HR Development Coach, Empowering Inquiry by Renee, LLC | www.empoweringinquiry.com Renee@Empoweringinquiry.com | 516-809-6294| www.mylifecompass.com/Alfieri718 – Affordable Group Coaching | 1. Genos EI Role Analysis Profiler 2. Genos EI Assessment
    • Instant generation of required report
      • Genos EI-Recruit Standard Candidate Report
      • Genos EI-Recruit Premium Candidate Report
      • Genos EI-Recruit Candidate Self-Debrief Report
      • Genos EI-Recruit Candidate Comparison Report
    Required to generate the Genos EI-Recruit Standard Report 3. Genos EI Behavioural Interview 4. Genos EI Role-Play Simulation 5. Genos EI Reference Check Also required to generate the Genos EI-Recruit Premium Report
  • Presentation of results
    • A candidate’s results are presented against the ‘ideal’ candidate’s EI profile, according to the seven skills of Genos EI
    • If there are multiple candidates for a role, each candidate is compared to the ‘ideal’ candidate’s EI profile as well as with each other candidate.
    Renee M. Alfieri, Career & HR Development Coach, Empowering Inquiry by Renee , LLC | www.empoweringinquiry.com Renee@Empoweringinquiry.com | 516-809-6294| www.mylifecompass.com/Alfieri718 – Affordable Group Coaching |
  • Applications for Genos EI Recruit TM
    • Screening of a candidate short-list
    • Selection of ‘new-hires’
    • EI competency gap-analysis (‘new hire’ or existing staff)
    • Identification of an organisation’s ‘high-potentials’. For example:
      • Future leaders
      • Change agents
    • Employee career management planning
    • Succession management planning
    • Full integration with Genos’ EI Enhancement coaching methodologies (for successful on-boarding of candidates)
    Renee M. Alfieri, Career & HR Development Coach, Empowering Inquiry by Renee, LLC | www.empoweringinquiry.com Renee@Empoweringinquiry.com | 516-809-6294| www.mylifecompass.com/Alfieri718 – Affordable Group Coaching |
  • Genos EI Role Analysis Profiler
    • The Genos EI role analysis profiler is a tool that has been designed to help determine the relative importance of EI for a given job function or role.
    • It comprises a series of behaviorally based statements that ask Human Resource professionals, Managers to the role, peers to the role, direct reports to the role and others (e.g., customers or clients of the role), the extent to which the skills of emotional intelligence are required to perform the role successfully. Responses are aggregated to help determine the relative importance of EI to the role and the type of EI profile that is most likely to be successful in the role.
    • The key benefits of the profiler include:
      • Determining the EI profile most likely to be successful in the role
      • Engaging key stakeholders in the recruitment process
      • Determining appropriate weights for EI against other sources of data in consideration (e.g., past experience, technical competence etc)
    Renee M. Alfieri, Career & HR Development Coach, Empowering Inquiry by Renee , LLC | www.empoweringinquiry.com Renee@Empoweringinquiry.com | 516-809-6294| www.mylifecompass.com/Alfieri718 – Affordable Group Coaching |
  • Genos EI Recruitment Assessments
    • Genos offers two different assessment instruments that have been designed specifically for recruitment purposes.
    • The assessments are online delivered, timed for completion, and have been well research and validated within the corporate sector by Swinburne University
    • Genos EI Candidate (self) Assessment
      • Completed by candidates online either onsite or off site. The assessment is de-identified, that is, it makes no reference to the construct it is assessing (i.e., EI) and is timed to reduce the potential for candidates to look up answers or “phone a friend”. Candidates are informed in the email that they and their referees will be interviewed on the basis of their scores to reduce possible impression management (“faking good”) biases.
    • Genos EI Referee (multi-rater) Assessment
      • Completed by the candidates referees online either onsite or off-site. Contains all the properties outlined above regarding the Candidate Assessment.
    • Both assessments index individual differences in EI via a series of questions that help determine the extent to which the candidate demonstrates emotionally intelligent behavior in the workplace. They typically take candidates and referees 20-25 minutes to complete.
    Renee M. Alfieri, Career & HR Development Coach, Empowering Inquiry by Renee , LLC | www.empoweringinquiry.com Renee@Empoweringinquiry.com | 516-809-6294| www.mylifecompass.com/Alfieri718 – Affordable Group Coaching |
  • EI Behavioral Interview and Scoring System
    • As with all good recruitment practices, behavioral interviewing should follow (and be based on) psychometric assessment results.
    • Based on extensive corporate application, Genos has devised a full database of behavioral interview questions that are specific to (and report generated) on the basis of candidate assessment results.
    • The questions are specifically designed to help confirm assessment results and to help more fully ascertain the extent to which the candidate is likely to demonstrate emotionally intelligent behavior in the workplace. Interview questions are easily accessed and printed from our online system.
    • Following the interview, the interviewer enters response scores (e.g., 1 = highly ineffective to 7 – highly effective) based on the answers provided by the candidate into our online system. Here our unique scoring system compares them to the candidates assessment results and the required profile as determined by the role analysis profiler and a recommendations report is generated.
    Renee M. Alfieri, Career & HR Development Coach, Empowering Inquiry by Renee, LLC | www.empoweringinquiry.com Renee@Empoweringinquiry.com | 516-809-6294| www.mylifecompass.com/Alfieri718 – Affordable Group Coaching |
  • EI Role-Play Simulation Assessments and Scoring System
    • Provides information on a candidate’s ability to utilise effective EI behaviors in a dynamic interaction.
    • Scores for this data piece can reflect a candidate’s ability to recall and demonstrate more effective EI behaviors, in ‘real-time’.
    • The role-play simulation is based on a usual workplace interaction: the upset employee. Genos has socialized the role-play simulation extensively and to ensure its utility to a range of employee levels and organizational context.
    • Following the role-play simulation, the assessor enters his or her ratings of the candidate’s performance (using an anchored-rating scale, where 1 = highly ineffective and 7 = highly effective) into our online system. Here our unique scoring system compares them to the candidate’s assessment results and the required profile as determined by the role analysis profiler and a recommendations report is generated.
    Renee M. Alfieri, Career & HR Development Coach, Empowering Inquiry by Renee, LLC | www.empoweringinquiry.com Renee@Empoweringinquiry.com | 516-809-6294| www.mylifecompass.com/Alfieri718 – Affordable Group Coaching |