With over 40 years in the staffing industry, we have helped our clients’ stay ahead of the curve by creating solutions that positively impact their’ key projects.
Now more than ever it is important to partner up with a staffing firm with the resources so you can benchmark your goals to what actually exists in the marketplace.
Top 10 Findings From the 2015 Health Care Workforce StudyCareerBuilder
This guide highlights 10 key findings from CareerBuilder’s 2015 Health Care Work Force Study related to the areas of satisfaction, training, the job search, mobile optimization, referrals and retirement. It also reveals the implications for your organization and opportunities to readjust your recruitment and retention strategies to better meet the needs of today’s health care employees — while staying ahead of the competition.
Why Can't All My Recruiting Tools Get Along?CareerBuilder
Is your HR technology causing you headaches instead of solving your recruitment problems? Are your different HR systems refusing to talk to each other and get along? HR experts Kris Dunn and Tim Sackett can help.
Purplecode was formed with the vision to provide startup companies and small-medium businesses with access to expert HR services which typically fall well outside the small business budget. We help you to stay in your genius zone while we support the human resource function.
The best and fastest way to improve employee performance is to understand why your people don't always do what you expect them to do. This presentation will explain the 10 reasons why your people don't always perform as you would like.
It also provides you with 7 actionable ways you can begin to improve employee performance immediately. Improved employee performance translates into improved business performance.
Turn your average people into good performers and your good people into great performers.
With over 40 years in the staffing industry, we have helped our clients’ stay ahead of the curve by creating solutions that positively impact their’ key projects.
Now more than ever it is important to partner up with a staffing firm with the resources so you can benchmark your goals to what actually exists in the marketplace.
Top 10 Findings From the 2015 Health Care Workforce StudyCareerBuilder
This guide highlights 10 key findings from CareerBuilder’s 2015 Health Care Work Force Study related to the areas of satisfaction, training, the job search, mobile optimization, referrals and retirement. It also reveals the implications for your organization and opportunities to readjust your recruitment and retention strategies to better meet the needs of today’s health care employees — while staying ahead of the competition.
Why Can't All My Recruiting Tools Get Along?CareerBuilder
Is your HR technology causing you headaches instead of solving your recruitment problems? Are your different HR systems refusing to talk to each other and get along? HR experts Kris Dunn and Tim Sackett can help.
Purplecode was formed with the vision to provide startup companies and small-medium businesses with access to expert HR services which typically fall well outside the small business budget. We help you to stay in your genius zone while we support the human resource function.
The best and fastest way to improve employee performance is to understand why your people don't always do what you expect them to do. This presentation will explain the 10 reasons why your people don't always perform as you would like.
It also provides you with 7 actionable ways you can begin to improve employee performance immediately. Improved employee performance translates into improved business performance.
Turn your average people into good performers and your good people into great performers.
If you believe that your employees are your biggest resource, then you know the damage high employee turnover does to your business. The time and money you’ve invested in finding, hiring, and training employees walks right out your door when an employee quits.
How to battle employee turnover?
It starts with an understanding of why employees leave. Until you know their reasons, there is little you can do to stop the leak.
Employees Leave Managers, Not OrganizationsHireSmart LLC
High levels of turnover among employees are usually a sign of an incompetent manager and the success of any business depends largely on the effectiveness of its managers. Contact us here at www.hiresmart.com and know about the best Manager Performance assessments in USA.
Rocket Hire Assessment 101 4 Steps To SuccessRocket-Hire
This is our basics of assessment deck that provides an overview of the model we use with our clients to ensure they have success with pre-employment assessment
Hiring managers don’t want to advertise jobs and job seekers don’t want to search through job postings.
Both want a magic wand that directly connects the right people with the right jobs by predicting job success. This is called Predictive Job Matching.
When it comes to optimizing your company's recruitment process, instead of focusing on the metrics discussed, it is also important to have a post-interview survey to determine the areas of improvement in your overall hiring process.
Health Care Workforce Trends to Fuel Your 2016 Strategic PlansCareerBuilder
Looking to take your 2016 recruitment strategy to the next level? Check out slides from CareerBuilder’s latest webinar: Health Care Workforce Trends to Fuel Your 2016 Strategic Plan.
Learn more about:
- How the satisfaction of your workforce directly impacts patient referrals
- What employees are looking for when it comes to recognition, feedback and training
- How candidates feel about the overall application and interview process, and how that perception impacts their feelings toward your organization
Looking for more resources to have a successful 2016? Check out our Fall Health Care Resources landing page, where you can also find the full recordings for all of our latest webinars: http://bit.ly/1MTpUKO
Why strategic HR is crucial and how to get startedBambooHR
HR can be transactional, but take that away and what should HR be doing? This slideshare helps look at why we need to be strategic and what steps to take to do so now.
The Proven System that Successfully Matches the right Candidate to the Right JobHarvey James
At last! A system that changes the recruitment game. Systematically benchmark the job and match the right candidates with much higher success than traditional recruitment methods.
Contact Enterprise Coach at 1300 787 527 or www.enterprisecoach.com.au to find out how you can solve your recruitment problems today.
How to Rethink the Candidate Experience and Make Better HiresCareerBuilder
For the 2016 edition of CareerBuilder’s Candidate Behavior study, we worked with Inavero to survey 4,505 U.S. job seekers and 505 Canadian job seekers, as well as 1,505 hiring managers and recruiters, about virtually every aspect of the recruitment process. Here's what we found.
People Analytics: Creating The Ultimate WorkforceCenterfor HCI
If you are a leader or manager in a large organization, you are probably familiar with these terms. But you may be unaware how your organization can benefit from people analytics and what it will take.
HR impacts the bottom line. But how do you prove it?
Discover the outcomes organisations like yours have achieved with talent measurement and the latest innovations in best practice assessments.
#TalentMeasured
If you believe that your employees are your biggest resource, then you know the damage high employee turnover does to your business. The time and money you’ve invested in finding, hiring, and training employees walks right out your door when an employee quits.
How to battle employee turnover?
It starts with an understanding of why employees leave. Until you know their reasons, there is little you can do to stop the leak.
Employees Leave Managers, Not OrganizationsHireSmart LLC
High levels of turnover among employees are usually a sign of an incompetent manager and the success of any business depends largely on the effectiveness of its managers. Contact us here at www.hiresmart.com and know about the best Manager Performance assessments in USA.
Rocket Hire Assessment 101 4 Steps To SuccessRocket-Hire
This is our basics of assessment deck that provides an overview of the model we use with our clients to ensure they have success with pre-employment assessment
Hiring managers don’t want to advertise jobs and job seekers don’t want to search through job postings.
Both want a magic wand that directly connects the right people with the right jobs by predicting job success. This is called Predictive Job Matching.
When it comes to optimizing your company's recruitment process, instead of focusing on the metrics discussed, it is also important to have a post-interview survey to determine the areas of improvement in your overall hiring process.
Health Care Workforce Trends to Fuel Your 2016 Strategic PlansCareerBuilder
Looking to take your 2016 recruitment strategy to the next level? Check out slides from CareerBuilder’s latest webinar: Health Care Workforce Trends to Fuel Your 2016 Strategic Plan.
Learn more about:
- How the satisfaction of your workforce directly impacts patient referrals
- What employees are looking for when it comes to recognition, feedback and training
- How candidates feel about the overall application and interview process, and how that perception impacts their feelings toward your organization
Looking for more resources to have a successful 2016? Check out our Fall Health Care Resources landing page, where you can also find the full recordings for all of our latest webinars: http://bit.ly/1MTpUKO
Why strategic HR is crucial and how to get startedBambooHR
HR can be transactional, but take that away and what should HR be doing? This slideshare helps look at why we need to be strategic and what steps to take to do so now.
The Proven System that Successfully Matches the right Candidate to the Right JobHarvey James
At last! A system that changes the recruitment game. Systematically benchmark the job and match the right candidates with much higher success than traditional recruitment methods.
Contact Enterprise Coach at 1300 787 527 or www.enterprisecoach.com.au to find out how you can solve your recruitment problems today.
How to Rethink the Candidate Experience and Make Better HiresCareerBuilder
For the 2016 edition of CareerBuilder’s Candidate Behavior study, we worked with Inavero to survey 4,505 U.S. job seekers and 505 Canadian job seekers, as well as 1,505 hiring managers and recruiters, about virtually every aspect of the recruitment process. Here's what we found.
People Analytics: Creating The Ultimate WorkforceCenterfor HCI
If you are a leader or manager in a large organization, you are probably familiar with these terms. But you may be unaware how your organization can benefit from people analytics and what it will take.
HR impacts the bottom line. But how do you prove it?
Discover the outcomes organisations like yours have achieved with talent measurement and the latest innovations in best practice assessments.
#TalentMeasured
Learning To Walk Before You Can Run: Track 21 Learning To Run Stage 18My Weight Loss Dream
Welcome to learning to walk before you can run stage 18 and thank you for stopping by.
This is my final stage in learning to walk before you can run. I always wanted to do this but always thought I would find it too difficult.
Every business must get the maximum level of performance possible from every employee. Selecting, placing, and then coaching employees helps them be happier and more productive. That inturn helps the business be more successful. This is a real win/win.
People Analytics: Improving the Employee Experience and ProductivityDr Susan Entwisle
It is true today more than any point in history that talent is a company’s greatest asset. To thrive in our hyper competitive global economy, companies need the right talent to deliver exceptional customer experiences efficiently with minimal risk. Traditionally, Human Resource teams have made decisions on hiring, assigning and developing employees using experience, instinct, and basic statistical data. The same advanced analytics and machine learning techniques we use to improve the customer experience are now being used for our people. People analytics provides insights and enables better and faster data-driven decision making across all aspects of people at work.
Topics covered in this presentation include:
How analytics has changed the customer experience.
Current state of employee engagement and its impact.
Limitations of cognitive decision making process.
What is people analytics?
How companies are using people analytics today?
Challenges in adoption of people analytics.
Guidance to get started on people analytics journey.
Whether you are looking for a predictive way to select new hires, or to evaluate current talent for succession planning purposes, Predictor can help your business.
Whether you are looking for a predictive solution to select new hires or to evaluate existing talent for succession planning purposes, Predictor can help. Check out how...
From selection through to development, Gateway is your portal to the world’s leading psychometric assessments. It is the engine to power BestFit™ hiring and inform talent mobility decisions.
As so many recruiters now use personality testing it’ll also give you a valuable insight into the kind of report they might receive about you, which means valuable interview prep.
In a global survey of 375 executives, The Economist Intelligence Unit explores how early adopters are using evidence to show connections between HR and business KPIs and opening doors to new processes and people strategies that impact the bottom line of the organisation.
Issues with employee engagement and productivity continue to grow. The power has shifted from employer to employee as employees now have the choice to be very selective about their employer. Top talent knows they can leave mediocre organizations for thriving environments. Understanding and enhancing your internal talent is critical for companies to drive results that will positively impact and contribute to your bottom line. Implementing strategies that support an engaging employee experience will help your company be successful in attracting and retaining that top talent.
Issues with employee engagement and productivity continue to grow. The power has shifted from employer to employee as employees now have the choice to be very selective about their employer. Top talent knows they can leave mediocre organizations for thriving environments. Understanding and enhancing your internal talent is critical for companies to drive results that will positively impact and contribute to your bottom line. Implementing strategies that support an engaging employee experience will help your company be successful in attracting and retaining that top talent.
Sample Report (Mary Example) of an actual phone test measuring the Call Center employees ability to handle difficult call situations. Measures manners, effectiveness, accuracy, customer analysis, and ability to perform effective follow-up. Contact us for more info or to try one out...not expensive. English only.
This is a presentation of the WES (Workplace Engagement Survey). It is an effective and inexpensive way to survey your employees with recommendations for increased engagement and productivity.
1. The Assessment Company Profiles International PI Title Slide Kestly Development is an authorized “Strategic Business Partner” with Profiles International
2. Over 700 Local Offices (Kestly Development is a local office) 40,000 Clients 100 Countries 700 Offices
3. Companies Face Two Types of Problems… Kestly Development with Profiles International focuses only on “people problems.” PI Title Slide2 types of problems People Problems System Problems
4. Motivate Employees Identify Reliable People Minimize Workplace Theft Succession Planning Hire The Right People Increase Sales Reduce Turnover Make Managers More Effective 8 types of problems
5. . ‘ Superior Producers’ Top 16% ‘ Non Producers’ Bottom 16% ‘ Average Producers’ 68% Typical distribution of employees in most organizations
6. . ‘ Superior Producers’ Top 16% ‘ Non Producers’ Bottom 16% ‘ Average Producers’ 68% Your goal should be to hire only “Superior Producers” or move current employees up one category!
7. Why does this happen? You hire or promote someone that disappoints you?
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9. “ Frightening Statistic” “ 63% of all hiring decisions are made during the first 4.3 minutes of an interview.” SHRM Study, reported in USA Today How good can your information be?
16. A Profile XT Poor Match What would this person like to do…want to do?
17. Use All of Your Resources Sources: Professor Mike Smith, University of Manchester, August 1994 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. 14% 26% 38% 54% 66% 75% Interview Reference Checking Personality Testing Abilities Testing Interests Testing Job Matching
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Editor's Notes
PI Screen
700 Local Offices
2 Types of Problems
8 Problems – Choose 3
If you disliked math as much as I did then you’ll probably recoil in horror when you recognize this shape as a stylised Population Distribution Bell Curve . But don’t worry, I’m not going to get technical or mathematical here. What they found was that for every job they reviewed there were people who consistently outperformed the majority of their peers in the same position. They referred to these as ‘superior’ performers and found that about 16% of the people in any job fell into this category. At the other end of the spectrum they found the ‘non-producers, who consistently produced much less than the majority of their peers in the job ; again they found that about 16% of the people in any job fell into this category. Finally, they found that the vast majority of people produced at a level somewhere in between these two extremes – they were ‘average performers’ – neither so bad or so good as to attract any specific attention So what? Well, their findings become very interesting when you look at the differences between the level of output from each of these categories of workers <CLICK>
If you disliked math as much as I did then you’ll probably recoil in horror when you recognize this shape as a stylised Population Distribution Bell Curve . But don’t worry, I’m not going to get technical or mathematical here. What they found was that for every job they reviewed there were people who consistently outperformed the majority of their peers in the same position. They referred to these as ‘superior’ performers and found that about 16% of the people in any job fell into this category. At the other end of the spectrum they found the ‘non-producers, who consistently produced much less than the majority of their peers in the job ; again they found that about 16% of the people in any job fell into this category. Finally, they found that the vast majority of people produced at a level somewhere in between these two extremes – they were ‘average performers’ – neither so bad or so good as to attract any specific attention So what? Well, their findings become very interesting when you look at the differences between the level of output from each of these categories of workers <CLICK>
Resumes as fish stories
Although no one ever makes a conscious decision to hire or promote a non-performer, we know that it happens, more than we might care to admit. Part of the reason for that failure may be found in this - According to The Society of Human Resource Professionals, as reported in USA Today, “63% of all hiring decisions are made in the first 4.3 minutes of an interview.” That is not to say that you make the offer within five minutes. Rather, it means we frequently make up our minds that quickly, and then we use the rest of the selection process to sort of validate what we have already decided. This leads to incorrect hiring decisions.
PXT Benefits
PXT Logo PXT Logo
The Profile is a three-part assessment. It compares individuals to customized Job Match patterns in order to predict Job Success by assessing Thinking Style, Occupational Interests, and Behavioral Traits.
This is an example of a Job Match Pattern. The shaded areas indicate the pattern you want your job candidates to match. These patterns are always customized to fit the jobs in your company because they are based on the qualities and characteristics of the people who are your best employees. The pattern is a composite of the shared characteristics of the people who are the best performers in this particular job. By hiring people who have comparable characteristics, you bring people into your organization that are just like the people who perform the best for you. This is Job Match, and it is your best method for predicting Job Success.
For example, this graph represents good Job Match. The shaded areas are the Job Match Pattern, and the numbers are the applicant’s scores. The numbers within the shaded areas indicate Job Match. You can tell at a glance whether or not a job candidate is like your best employees. Do you see how easy it is to use The Profile ?
Let’s look at an example of a poor match. Remember that the shaded areas are the Job Match Pattern, and the numbers are the individual’s scores. As you can see, the individual’s scores do not match the shaded area (the pattern). This represents a poor match.