Talent Selection. People Development<br />Taleo Business Edition TrainingAugust 7,2009<br />
About Assess Systems<br />Innovative Software and I/O psychology consulting firm <br />Focused on Talent Selection and Peo...
Our Solutions<br />People Development<br />Talent Selection<br />Executive Assessment<br />Competency Modeling<br />Compet...
Representative Clients<br />4<br />
Business Issues We Help Solve <br />Increase Quality of Hire and Retention of Employees<br />Identify factors that disting...
TBE - Technology<br />Selection Solutions An Integrated Selection Process<br />Harvard Business Review study  concluded th...
The What, How, & Why of Talent<br />What are the desired outcomes for this role?<br />Productivity/Financial<br />People<b...
Assessment Solutions<br />Select<br />Entry-level roles<br />Industry specific (call center, retail, banking)<br />Assess<...
Select for Entry-level, Hourly Positions<br />Pre-employment assessments validated for specific jobs<br />Work-related Per...
Assessment ResultsRetail Sales Associate Example Report<br />Overall indices with screening recommendations to enhance qua...
Assessment ResultsRetail Sales Associate Example Report<br />Dynamic Interview Guide <br />A behavioral interview protocol...
Our Validation ResultsRetail Sales Associates<br />12<br />
Our Validation Results Longitudinal Look at  Retail Sales Associates<br />Month after month, those who had the right talen...
Assess for Professionals and Managers<br />A web-based talent assessment that provides in-depth assessment for candidate s...
Objective of Profile Assessments<br />The assessment assists Hiring Managers to answer these key questions:<br />Apart fro...
Assess Reports - Graphic Profile<br />Personality Graphic Profile<br />Measures 23 work-related personality characteristic...
General Competency Models<br />
Assess Profile Match Summary<br />Assess Profile Match <br />In this example, the candidate’s personality will help him/he...
Personality Feedback<br />Personality Feedback<br />Scores on Structured Thinking and Work Organization Hinder his/her Pla...
Behavioral Interview Guide<br />Behavioral Interview<br />Standard questions for Competency are listed first<br />Follow-u...
On-boarding Suggestions<br />Guidance for the hiring manager<br />Identifies areas of performance needs and what competenc...
Decision Matrix<br />Decision Matrix<br />Recruiter or Hiring Manager can use matrix to document overall evaluation of can...
Assessment  for Selection in TBE<br />Login to TBE Account<br />Create/Edit Requisition and Assign Assessment ID<br />Choo...
Assessment  for Selection in TBE<br />Assessment results integrated into TBE Candidate Display (note Assessment Status inc...
Our Value Proposition<br />Active involvement of I/O Psychologists with extensive experience across industries including h...
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Assess Tbe

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Assess Tbe

  1. 1. Talent Selection. People Development<br />Taleo Business Edition TrainingAugust 7,2009<br />
  2. 2. About Assess Systems<br />Innovative Software and I/O psychology consulting firm <br />Focused on Talent Selection and People Development<br />Over 25 years experience<br />Over 2000 clients—Millions assessed<br />Small-Medium Businesses and Fortune 1000 clients across all industries<br />Assessment solutions delivered in 42 countries in 16 languages<br />2<br />
  3. 3. Our Solutions<br />People Development<br />Talent Selection<br />Executive Assessment<br />Competency Modeling<br />Competency-Based Professional & Managerial Assessments<br />Hourly Pre-employment Testing<br />Interview Guides<br />Professional & Leadership Development<br />360 Feedback<br />Executive Coaching<br />Succession Planning<br />Performance Management<br />Built from a Clear Definition of Success…..Streamlined with Technology<br />3<br />
  4. 4. Representative Clients<br />4<br />
  5. 5. Business Issues We Help Solve <br />Increase Quality of Hire and Retention of Employees<br />Identify factors that distinguish success<br />Implement assessment and behavioral interviews targeted to the job role<br />Identify candidates with high probability of success<br />Identify fit with company’s culture and role<br />Improve Hiring Manager Efficiency<br />Target high potential candidates first<br />Conduct high quality interviews using assessment results and interview guides<br />Make better informed hiring decisions<br />Increase Performance and Engagement of Employees<br />Assessment solutions (personality and 360) for development and succession planning<br />Identify those with highest potential for leadership<br />Focus developmental efforts on right areas needed for business<br />5<br />
  6. 6. TBE - Technology<br />Selection Solutions An Integrated Selection Process<br />Harvard Business Review study concluded that job match is the single, most important component of job success.<br />Recruitment Message<br />Each voice in the selection process should evaluate the candidate’s “fit” with the job.<br />Realistic Job Preview<br />Application & Pre-Screen<br />Assessment<br />Behavioral Interview<br />Hiring Decision<br />Goal: Increase quality of hire and decrease time to hire.<br />On-boarding<br />6<br />
  7. 7. The What, How, & Why of Talent<br />What are the desired outcomes for this role?<br />Productivity/Financial<br />People<br />Customer<br />Process <br />How do you achieve these results? <br />Define the behaviors and competencies that lead to success in your environment<br />Why are some people more successful than others?<br />Possess the right combination of innate and learned capabilities for the role<br />Our assessment focus is on innate capability<br /> Stable over time; difficult to train or change<br />Personality: strong determinant of success<br />7<br />Why<br />How<br />What<br />
  8. 8. Assessment Solutions<br />Select<br />Entry-level roles<br />Industry specific (call center, retail, banking)<br />Assess<br />Professionals & Managers<br />Selection & Development components<br />8<br />
  9. 9. Select for Entry-level, Hourly Positions<br />Pre-employment assessments validated for specific jobs<br />Work-related Personality<br />Integrity/ Work Ethic / Conscientiousness<br />Counter-Productive Behavior (optional)<br />Job Willingness (optional)<br />Applicant completes the survey in 15-20 minutes<br />Multi-language capability<br />Results are immediately available<br />Select Surveys for:<br />Administrative Support<br />Banking<br />Call Centers <br />Convenience Stores<br />Customer Service<br />Retail<br />Healthcare<br />Hospitality<br />Leasing Agents<br />Production & Distribution<br />2000 web launch; 1500+ client companies; available in 7 languages<br />
  10. 10. Assessment ResultsRetail Sales Associate Example Report<br />Overall indices with screening recommendations to enhance quality of hire<br />Rule of thumb is to “Avoid the Avoids”<br />Will screen out approximately 20% of candidates depending upon survey<br />Performance Subscales<br />Characteristics predictive of success based on criterion-validation studies<br />Use interview guide to further understand the candidate’s strengths and potential weaknesses<br />10<br />
  11. 11. Assessment ResultsRetail Sales Associate Example Report<br />Dynamic Interview Guide <br />A behavioral interview protocol specific to the role<br />Candidate specific interview probes based on assessment results <br />11<br />
  12. 12. Our Validation ResultsRetail Sales Associates<br />12<br />
  13. 13. Our Validation Results Longitudinal Look at Retail Sales Associates<br />Month after month, those who had the right talent for retail sales (shown in green) outperformed those who lacked the “right stuff” (shown in red) <br />13<br />
  14. 14. Assess for Professionals and Managers<br />A web-based talent assessment that provides in-depth assessment for candidate selection <br />Developed by organizational psychologists and written in business language<br />Reports incorporate work-related personality measurement, competency-based feedback and behavioral interviews to evaluate candidates<br />Profile Assessment enables an organization to quickly measure potential, so they bring efficiency to today’s large applicant volumes and urgent hiring needs <br />14<br />
  15. 15. Objective of Profile Assessments<br />The assessment assists Hiring Managers to answer these key questions:<br />Apart from skills and knowledge, what is this candidate really like?<br />How does the candidate fit with the position (competencies) and the organization?<br />How does this person compare to others assessed and being considered for the position?<br />
  16. 16. Assess Reports - Graphic Profile<br />Personality Graphic Profile<br />Measures 23 work-related personality characteristics<br />Displays candidate’s scores on each personality scale compared to the Assess norm database<br />50,000+ respondents<br />Each box represents a decile<br />Quickly see where the candidate “stands out” from the norm<br />No good or bad result, depends upon the competencies needed for the job<br />5 pre-packaged competency models as part of TBE<br />
  17. 17. General Competency Models<br />
  18. 18. Assess Profile Match Summary<br />Assess Profile Match <br />In this example, the candidate’s personality will help him/her display good Decisive Judgment, and Relationship Management<br />However, his/her personality may hinder performance of Managing Others<br />Indicates candidate’s match to each competency<br />Competencies with (*) indicate not measured by personality<br />
  19. 19. Personality Feedback<br />Personality Feedback<br />Scores on Structured Thinking and Work Organization Hinder his/her Planning & Organizing. These scores fall within the desired range<br />Candidate’s scores on Realistic Thinking and Multi-Tasking helps him/her to Plan & Organize well. These scores do not fall within the desired range <br />Represents characteristics desirable and undesirable ranges for each competency<br />Identifies how candidate’s personality may help or hinder performance<br />
  20. 20. Behavioral Interview Guide<br />Behavioral Interview<br />Standard questions for Competency are listed first<br />Follow-up questions based on candidate’s personality results for Competency<br />Behavior-based Interview Guide provide questions for each competency. <br />Conduct Interview or Forward to Hiring Manager<br />
  21. 21. On-boarding Suggestions<br />Guidance for the hiring manager<br />Identifies areas of performance needs and what competencies impacted by personality<br />Provides management guidance to help on-board new hire <br />
  22. 22. Decision Matrix<br />Decision Matrix<br />Recruiter or Hiring Manager can use matrix to document overall evaluation of candidate at the end of the selection process to help make the decision.<br />
  23. 23. Assessment for Selection in TBE<br />Login to TBE Account<br />Create/Edit Requisition and Assign Assessment ID<br />Choose Candidate(S) to Invite to Take Assessment<br />Send Email Using Email Template (edit as needed)<br />Candidate Receives Email<br />Candidate follows link to complete survey<br />Review Status of Candidates (In Progress or Complete)<br />Status Posts in TBE<br />Review Assessment Report to determine fit with role<br />Conduct Interview or Forward to Hiring Manager<br />Demo<br />Provide Feedback to Hiring Manager<br />
  24. 24. Assessment for Selection in TBE<br />Assessment results integrated into TBE Candidate Display (note Assessment Status incorporated into view)<br />Demo<br />
  25. 25. Our Value Proposition<br />Active involvement of I/O Psychologists with extensive experience across industries including hospitality, retail, manufacturing, call centers, insurance, financial, etc.<br />Well-developed, validated assessments with cross-cultural, multi-language capability<br />Assessments tailored for specific job roles<br />Criterion-based validation<br />Adheres to APA Uniform Guidelines on testing<br />ADA, EEOC compliant<br />Innovative, flexible solutions with exemplary service and support to our clients<br />Easy to implement within TBE<br />Integrity in everything we do<br />25<br />
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