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Rightability Overview
 

Rightability Overview

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We help companies with developing a high performance workforce. Right Ability provides the tools and services to make sure the Right people are in position --- at the Right Performance level....

We help companies with developing a high performance workforce. Right Ability provides the tools and services to make sure the Right people are in position --- at the Right Performance level.
We help you reduce turn over, increase productivity, and increase profitability

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    Rightability Overview Rightability Overview Presentation Transcript

    • 1 Faster T k t Profitability: F t Track to P fit bilitIdentifying & Retaining Top PerformersSponsored byRight Ability
    • 2Right Ability Tools Helps: g y p Minimize Workplace TheftHire The Right People Identify Reliable People Increase SalesMotivate Employees Improve Productivity Make Managers More Effective Reduce Turnover
    • 3 Have you ever hired or promoted a person who wasnot what they appeared to be?
    • 4What if you hired someone who greatly exceeded your expectations? t ti ?
    • 5(About Superior Performers) “It’s not experience – or college degrees or other accepted factors… …it hinges on fit with the job.”
    • 6 “Superior’ producers fit their jobs and:• Can deal with the mental demands of the position• Are comfortable with the demands of the environment and people they work with• Enjoy the work and are motivated to do it
    • 7Using Resumes & Interviews Only What you see: Just the surface
    • 8Using Resumes & Interviews OnlyWhat you don’t see: What’s underneath
    • 9 Increase the Chances of a High Performance Hire Interview I t i 14% Background Checking 26% Personality Testing 38% Abilities Testing 54% 66% Interests Testing 75% Job MatchingSources:S Professor Mik S ith U i P f Mike Smith, University of M it f Manchester, A h t August 1994 t John E. Hunter and Ronda F. Hunter, Validity and Utility of Alternative Predictors of Job Performance, Psychological Bulletin, Vol. 96, No.1, 1984, p. 90; Robert P Tett, Douglas N. Jackson, and Mitchell Rothstein, Personality Measures as Predictors of Job Performance: A Meta-Analytical Review, Personnel Psychology,Winter 1991, p.703. Michigan State University’s School of Business.
    • 10What was different about the method used to hire these people? O OR
    • 11 The Selection Process: Using an Interview and g Background Check only Skill Fit Company Fit Education, Education Attitudes, Values, Training, Demeanour, Experience, Appearance, Skills, Etc. Integrity“Checking the Past” & “Reviewing the Present Checking Past Reviewing Present”
    • 12 Hiring the Super Performer – includes...Job Matching Company Fit Job Match Skill / Fit • Learning Index•Education •Attitudes,Values•Training •Demeanour • Behavioral Traits•Experience Experience •Appearance A • Occupational Interest•Skills, Etc. • Integrity …Check the total person p
    • 13 What does Job Matching include ? at atc g c ude Learning, reasoning and problem solving Thinking Style approach Measures the tendency towards restlessness and drive, and dealsBehavioral Traits with i ith issues such as efficiency and time h ffi i d ti utilization, measures energy level, social ability etc. What Type Occupations is the candidate interested in? Occupational p  Enterprising Interests • Financial/Administrative • People Service • Technical • Mechanical • Creative
    • 14Summary• If all of your people are ‘superior’ performers you have superior great potential for bottom line gains• Every time you move an employee s performance from employee’s “low to average’ OR ‘average’ to ‘superior’ you enjoy a measurable financial impact• Regardless of organization size, your potential for reduced expenses, increased productivity and p , p y increased revenue are great Cost Effective Cost-Effective Solutions with a very high ROI
    • 15For more information contact: Sales@RightAbility.com Phone: 866 406-2144 Fax: 866.723.8819