Turn Your Hiring Manager from Roadblock to Raving FanCielo
Only 18% of hiring managers rate their talent acquisition teams as effective in meeting their needs. That is an 82% dissatisfaction rate from recruitment’s most critical stakeholders! Learn the proven tactics to implement across the hiring process that will significantly increase hiring manager alignment and satisfaction.
Leading and managing an organization begins with selecting the right talent. That is best accomplished by matching a job candidate's skills to the skills required of the position for superior performance. Making the right choices means a better opportunities for success in the future, for both the candidate and the organization.
There is a clear connection between engagement,
performance and profit. It is imperative to drive
performance results at all levels of the organization
in order to seize market position and steer growth.
Recruiting talented candidates is not enough; it’s
crucial that people are assigned to the specific roles
where their talents will have the greatest impact
on achieving company goals, and where they
are most likely to remain onboard fully engaged.
Matching each person to the right job using the TTI
job matching process outlined here will give you the
ultimate edge over competitors: it builds a superior
performance work place and boosts employee
morale and engagement. When they are up, so are
overall company productivity and profits.
Critical Hiring Metrics For Healthcare QualityCielo
Healthcare HR Leaders are charged with the important task of hiring the best practitioners to provide quality care to their communities. But in today’s value-based healthcare environment, the demand for talent has made top candidates even rarer than before.
This deck will help you to learn the key healthcare HR metrics you need to measure to drive quality hires and quality care.
Love 'em with data: DocuSign’s signature weapon in elevating the recruiter | ...LinkedIn Talent Solutions
Mike Euglow, DocuSign
Tony Truong, DocuSign
We all know that hitting hiring targets with quality is critical to the success of any organization, regardless of size. However, something has been lost along the way as recruiting teams chase down the almighty hiring target. What about the Recruiter and their development? How do you nurture and unleash their potential? It’s not just about the hiring number if you want to build a high-performing and engaged recruiting team! Mike and Tony joined DocuSign at a time of hyper growth and had the opportunity to implement the things they learned in the past and later elevated the recruiting team to the next level by investing in their most important asset, the recruiter.
Mike spent over 10 years at Salesforce; moving up the ranks from just one of two recruiters in 2003 to SVP of Global Recruiting leading a team of 200 people across the world. Tony was the first ever Recruiting Analytics Leader for Salesforce and later became the Head of People Analytics at Pandora. Please join Mike and Tony as they share their story of how they have moved from traditional to progressive recruiting at DocuSign. Whether you are a recruiter looking for ways to up your game or a recruiting manager looking for a new way to lead and measure your team, this session is for you.
Session highlights:
Drive engagement by listening to your team.
Improve performance by re-defining recruiter success and then measuring it.
Create a culture of constant feedback and development by deploying a “Recruiter Scorecard”.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Turn Your Hiring Manager from Roadblock to Raving FanCielo
Only 18% of hiring managers rate their talent acquisition teams as effective in meeting their needs. That is an 82% dissatisfaction rate from recruitment’s most critical stakeholders! Learn the proven tactics to implement across the hiring process that will significantly increase hiring manager alignment and satisfaction.
Leading and managing an organization begins with selecting the right talent. That is best accomplished by matching a job candidate's skills to the skills required of the position for superior performance. Making the right choices means a better opportunities for success in the future, for both the candidate and the organization.
There is a clear connection between engagement,
performance and profit. It is imperative to drive
performance results at all levels of the organization
in order to seize market position and steer growth.
Recruiting talented candidates is not enough; it’s
crucial that people are assigned to the specific roles
where their talents will have the greatest impact
on achieving company goals, and where they
are most likely to remain onboard fully engaged.
Matching each person to the right job using the TTI
job matching process outlined here will give you the
ultimate edge over competitors: it builds a superior
performance work place and boosts employee
morale and engagement. When they are up, so are
overall company productivity and profits.
Critical Hiring Metrics For Healthcare QualityCielo
Healthcare HR Leaders are charged with the important task of hiring the best practitioners to provide quality care to their communities. But in today’s value-based healthcare environment, the demand for talent has made top candidates even rarer than before.
This deck will help you to learn the key healthcare HR metrics you need to measure to drive quality hires and quality care.
Love 'em with data: DocuSign’s signature weapon in elevating the recruiter | ...LinkedIn Talent Solutions
Mike Euglow, DocuSign
Tony Truong, DocuSign
We all know that hitting hiring targets with quality is critical to the success of any organization, regardless of size. However, something has been lost along the way as recruiting teams chase down the almighty hiring target. What about the Recruiter and their development? How do you nurture and unleash their potential? It’s not just about the hiring number if you want to build a high-performing and engaged recruiting team! Mike and Tony joined DocuSign at a time of hyper growth and had the opportunity to implement the things they learned in the past and later elevated the recruiting team to the next level by investing in their most important asset, the recruiter.
Mike spent over 10 years at Salesforce; moving up the ranks from just one of two recruiters in 2003 to SVP of Global Recruiting leading a team of 200 people across the world. Tony was the first ever Recruiting Analytics Leader for Salesforce and later became the Head of People Analytics at Pandora. Please join Mike and Tony as they share their story of how they have moved from traditional to progressive recruiting at DocuSign. Whether you are a recruiter looking for ways to up your game or a recruiting manager looking for a new way to lead and measure your team, this session is for you.
Session highlights:
Drive engagement by listening to your team.
Improve performance by re-defining recruiter success and then measuring it.
Create a culture of constant feedback and development by deploying a “Recruiter Scorecard”.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Once you hire high-performers, how do you keep them? Transformational onboarding will help you protect your investment in talent, inspire a winning mindset and achieve a competitive advantage.
This deck reveals the secrets of creating a personalized, powerful onboarding experience. These techniques will help you protect your ROI and convince top talent to stay with your organization.
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.
“As a talent professional, you transform people's careers and lives on a daily basis. You're busy helping candidates make their next move, but have you thought about your own?
Take your recruiting career to the next level with insights and data from CEB and LinkedIn. You’ll learn what it takes to become a decision influencer and the best recruiter in your field.
This presentation covers:
● The fastest growing and most in-demand skills you need to be a top recruiter
● How you can evolve into a strategic talent advisor
● Practical ways to boost your career and stay competitive”
Practical Strategies for Powerful Candidate SelectionBambooHR
There are hard skills and soft skills; when you interview a candidate, how do you know if they'll be a good match in both areas? And is one more important than another? This slideshare goes through the differences and then discusses how to make behavioral interviewing an important part of your candidate selection.
Operating priorities: How to create them no matter the state of your business...LinkedIn Talent Solutions
Many TA teams struggle to stay focused on overall goals and/or objectives during the year, for various reasons. This obstructs the team’s ability to add value to the business beyond a transactional nature. This will be an interactive session and workshop where attendees will learn to create a set of operating priorities for the coming year.
Steve Boese - Digital Transformation and the Future of TalentH3 HR Advisors, Inc.
Steve Boese - Digital Transformation and the Future of Talent - Presentation given by Steve Boese as part of the Keynote at Infor's Inforum 2016 event in New York City, July 2016.
For many HR professionals employee “engagement” can be a mysterious and elusive thing. Long rumored to be the keystone that can stabilize a bad corporate culture or turn a good culture into a great one; but where can it be found? During this session we will help solve the mystery and show you where to find the weapons you need to hunt down and capture this intangible yet valuable prey.
During this session you will learn:
The facts and figures that unequivocally connect employee engagement to overall company performance and profitability.
Where to find opportunities to engage and how to capitalize on and connect those opportunities to maximize success.
How to use the methodologies illustrated in the book What Motivates Me to assess each employee’s engagement level and to expose their true motivators.
How to Source in a Modern Healthcare EnvironmentBobby Matthews
Erin Murray, President, eHospitalHire; Bobby Matthews, Innovation
and Transformation Architect, Talent Acquisition and Retention, Mount Sinai Health System
The presenters will cover sourcing techniques including how to’s on Twitter, Facebook, LinkedIn, SourceLync and more. In addition, they will walk through how to set up a sourcing
team, both externally and internally.
The definition of “Quality of Hire” varies from company to company and role to role.
But as Talent Acquisition leaders, we are routinely called upon to define and measure this metric for our organizations. Research from Cielo and other industry experts shows that business stakeholders value the consistent delivery of quality candidates over every other Talent Acquisition deliverable.
We know you are doing everything in your power to meet their high expectations. That is why we dove deeply into this topic to find new angles on (and clear explanations of) Quality of Hire – to give you the knowledge you need to reassure stakeholders and enhance your results.
Framework for improving and measuring quality of hireRob McIntosh
So many recruiting leaders want to move away from metrics like cost of hire and time to hire, and onto more useful measurements — with quality of hire topping many recruitment leaders’ lists.
Rob McIntosh, SVP of global talent acquisition for the 60-office, 20-country technology consulting firm Avanade, will walk you through, in detail, the problem Avanade wanted to solve by increasing the quality of hires; the journey and thinking required to build a new quality of hire global framework; and ultimately, how to measure and derive actionable outcomes on improving the overall quality of hires.
Organisations hiring in Asia face tremendous competition for talent, but are also under pressure to decrease their expenses. Too often, they sacrifice the quality of their workforce by reducing cost-per-hire. But there is a better way. By measuring the right data, organizations can develop a talent acquisition process that increases the quality of candidates and saves money in the long run. Sharing this information with executive leadership will validate HR’s role in driving organisational performance.
Lou Adler & Lever webinar: Quality of Hire Lever Inc.
Recruiting leaders continue to obsess about quality of hire, but here’s the reality: most teams set themselves and their candidates up for failure by not structuring interviews in a way that allows them to zero in on quality, quickly.
Everyone’s favorite recruiting visionary, Lou Adler, shares how you can increase the quality and consistency of your company’s interview processes.
Concrete advice on how your team can collaborate in vetting talent more effectively
An exclusive look at Lou’s latest formula for successful interviewing
Useful tips on how to calibrate your interviewers and measure impact
Once you hire high-performers, how do you keep them? Transformational onboarding will help you protect your investment in talent, inspire a winning mindset and achieve a competitive advantage.
This deck reveals the secrets of creating a personalized, powerful onboarding experience. These techniques will help you protect your ROI and convince top talent to stay with your organization.
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.
“As a talent professional, you transform people's careers and lives on a daily basis. You're busy helping candidates make their next move, but have you thought about your own?
Take your recruiting career to the next level with insights and data from CEB and LinkedIn. You’ll learn what it takes to become a decision influencer and the best recruiter in your field.
This presentation covers:
● The fastest growing and most in-demand skills you need to be a top recruiter
● How you can evolve into a strategic talent advisor
● Practical ways to boost your career and stay competitive”
Practical Strategies for Powerful Candidate SelectionBambooHR
There are hard skills and soft skills; when you interview a candidate, how do you know if they'll be a good match in both areas? And is one more important than another? This slideshare goes through the differences and then discusses how to make behavioral interviewing an important part of your candidate selection.
Operating priorities: How to create them no matter the state of your business...LinkedIn Talent Solutions
Many TA teams struggle to stay focused on overall goals and/or objectives during the year, for various reasons. This obstructs the team’s ability to add value to the business beyond a transactional nature. This will be an interactive session and workshop where attendees will learn to create a set of operating priorities for the coming year.
Steve Boese - Digital Transformation and the Future of TalentH3 HR Advisors, Inc.
Steve Boese - Digital Transformation and the Future of Talent - Presentation given by Steve Boese as part of the Keynote at Infor's Inforum 2016 event in New York City, July 2016.
For many HR professionals employee “engagement” can be a mysterious and elusive thing. Long rumored to be the keystone that can stabilize a bad corporate culture or turn a good culture into a great one; but where can it be found? During this session we will help solve the mystery and show you where to find the weapons you need to hunt down and capture this intangible yet valuable prey.
During this session you will learn:
The facts and figures that unequivocally connect employee engagement to overall company performance and profitability.
Where to find opportunities to engage and how to capitalize on and connect those opportunities to maximize success.
How to use the methodologies illustrated in the book What Motivates Me to assess each employee’s engagement level and to expose their true motivators.
How to Source in a Modern Healthcare EnvironmentBobby Matthews
Erin Murray, President, eHospitalHire; Bobby Matthews, Innovation
and Transformation Architect, Talent Acquisition and Retention, Mount Sinai Health System
The presenters will cover sourcing techniques including how to’s on Twitter, Facebook, LinkedIn, SourceLync and more. In addition, they will walk through how to set up a sourcing
team, both externally and internally.
The definition of “Quality of Hire” varies from company to company and role to role.
But as Talent Acquisition leaders, we are routinely called upon to define and measure this metric for our organizations. Research from Cielo and other industry experts shows that business stakeholders value the consistent delivery of quality candidates over every other Talent Acquisition deliverable.
We know you are doing everything in your power to meet their high expectations. That is why we dove deeply into this topic to find new angles on (and clear explanations of) Quality of Hire – to give you the knowledge you need to reassure stakeholders and enhance your results.
Framework for improving and measuring quality of hireRob McIntosh
So many recruiting leaders want to move away from metrics like cost of hire and time to hire, and onto more useful measurements — with quality of hire topping many recruitment leaders’ lists.
Rob McIntosh, SVP of global talent acquisition for the 60-office, 20-country technology consulting firm Avanade, will walk you through, in detail, the problem Avanade wanted to solve by increasing the quality of hires; the journey and thinking required to build a new quality of hire global framework; and ultimately, how to measure and derive actionable outcomes on improving the overall quality of hires.
Organisations hiring in Asia face tremendous competition for talent, but are also under pressure to decrease their expenses. Too often, they sacrifice the quality of their workforce by reducing cost-per-hire. But there is a better way. By measuring the right data, organizations can develop a talent acquisition process that increases the quality of candidates and saves money in the long run. Sharing this information with executive leadership will validate HR’s role in driving organisational performance.
Lou Adler & Lever webinar: Quality of Hire Lever Inc.
Recruiting leaders continue to obsess about quality of hire, but here’s the reality: most teams set themselves and their candidates up for failure by not structuring interviews in a way that allows them to zero in on quality, quickly.
Everyone’s favorite recruiting visionary, Lou Adler, shares how you can increase the quality and consistency of your company’s interview processes.
Concrete advice on how your team can collaborate in vetting talent more effectively
An exclusive look at Lou’s latest formula for successful interviewing
Useful tips on how to calibrate your interviewers and measure impact
Marketing Mixes Presentation: PRICE
INTRODUCTION
Price! Price! Price! What is price?
Whatever it is, the only thing that matters is its impact to us, as we encounter it in our day-to-day living. You know why? Well, let’s find out!
To simply describe, price is something that we encounter whenever we look for something to buy to satisfy our needs and wants, or something to sell for us to earn income. We can also consider price as the value of products or services, which largely affects the behaviour of both buyer and seller.
In order for us to learn more about price and its importance to our daily lives, our group has prepared this written report together with a visual Powerpoint presentation showing the different factors concerning price.
OBJECTIVES
In creating this report, we have settled some objectives. These objectives were implemented by the group through conducting interviews and survey. We are confident enough that the results we had gathered from the public as well as from each member of the group will give you sufficient knowledge about the concept of the price in the real world.
Generally, the whole report is based on the point of view of both buyers and sellers. The topics to be presented will surely satisfy and meet your expectations in exploring ideas regarding price. Here are the objectives:
To know what is really meant by price
To prove that price is right. (Is it always right?)
To know the role of price as one of the four marketing mixes.
To identify the relation between price and quality.
To show how does price affect the behaviour of buyers and sellers.
To know what does price3 mean based from the point of view of a buyer and a seller.
To identify which is bigger in number, is it price-conscious or quality-conscious consumers?
To identify differences among sellers in terms of pricing.
To show the impact of price over quality , and of quality over price.
To learn about price differences when it comes to location.
CONCLUSION
As the group made and implemented the project, we were all determined to meet our objectives. As we finished conducting all the interviews and surveys, we are glad and satisfied because we have fully gathered all the data and information needed in obtaining our objectives.
We have shown the results in our presentation. We then conclude that price is engage in many various factors which include the following.
FACTOR - RESULT
Buyers consciousness between price and quality.
- There is a greater number of who are quality-conscious than those price-conscious.
Consumers’ feedback on price- quality relationship.
- Most consumers based the price on the quality of product or service they used to buy.
Brand at specific product or service.
- Some buyers rely on the brand of specific product or service with or without being conscious with the quality and price.
Pricing strategies of sellers.
- Sellers compete wit
I made this presentation to a several mid-sized company CEO's at a CEN (Chief Executives Network) meeting a few years ago, and although we've made some improvements, it still holds true today.
Think HR - Think BuildHr. To Design - Build - Operate - Train & Transfer HR process and systems. Specialize in Family Managed Business & Small and Medium Business
Talent Acquisition Tool helps you in designing, developing & sending online Competency Based job role based on-line test to all your candidates with just by one click.
Lou Adler & Lever Webinar: How Dumping Skills-Infested Job Descriptions Will ...Lever Inc.
In this webcast, recruiting thought leader Lou Adler shares how to hire the right people for the right jobs through a new approach to job descriptions. The key: focus on the work needed to be done, not the skills needed to do the work.
HR Webinar: Shoulda, Woulda, Coulda – Taking the Guess Work out of the Select...Ascentis
Discussion of the additional value Talent Acquisition professionals can derive from appropriate pre-employment and pre-placement assessments.
Discussion looks at the impact each additional stage of due diligence will provide in the selection process:
• Experience & Resume Review
• Back Check and Verification
• Reference Checking
• Behavioral Assessment
• Interview
• Guided Interview
An overview to help those who own/run business learn about the economic and productivity impact of the appropriate use of customizeable assessments on their operations.
Max Blumberg: How can #PeopleAnalytics prevent incidents like the Twitter fir...Edunomica
Max Blumberg: How can #PeopleAnalytics prevent incidents like the Twitter firings?
People Analytics Conference 2022 Winter
Website: https://pacamp.org
Youtube: https://www.youtube.com/channel/UCeHtPZ_ZLZ-nHFMUCXY81RQ
FB: https://www.facebook.com/pacamporg
Lifeworks "The Competency Analyst" brochureKaiser Masood
People think training is a big deal. If there is a performance challenge from junior employees to senior leadership the first solution that occurs to senior leaders and talent professionals is training. We should pick a leaf from the medical profession - DIAGNOSIS should come first. The Analyst is about being a professional who can produce actionable insights through the skills of Diagnosis. Now that is a rare skill.
How to Implement a Real Estate CRM SoftwareSalesTown
To implement a CRM for real estate, set clear goals, choose a CRM with key real estate features, and customize it to your needs. Migrate your data, train your team, and use automation to save time. Monitor performance, ensure data security, and use the CRM to enhance marketing. Regularly check its effectiveness to improve your business.
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The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfthesiliconleaders
In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Štancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
buy old yahoo accounts buy yahoo accountsSusan Laney
As a business owner, I understand the importance of having a strong online presence and leveraging various digital platforms to reach and engage with your target audience. One often overlooked yet highly valuable asset in this regard is the humble Yahoo account. While many may perceive Yahoo as a relic of the past, the truth is that these accounts still hold immense potential for businesses of all sizes.
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
The Influence of Marketing Strategy and Market Competition on Business Perfor...
2012 al measure the total person
1. Presented by: Cathy Light, Chief Assessment Officer Assessment Leaders LLC. www.asssessmentleaders.com 1-866-864-8200
Creating an Great
Workforce
Why and How to Utilize
Assessment Tools to Attract,
Retain, Advance and Develop
Employees at ALL Levels
2. Presented by: Cathy Light, Chief Assessment Officer Assessment Leaders LLC. www.asssessmentleaders.com 1-866-864-8200
1. Selection Process
2. After They Are Hired
3. Back Door
3 Opportunities for Your Company
to Impact the Performance
& Retention of Your People
3. Presented by: Cathy Light, Chief Assessment Officer Assessment Leaders LLC. www.asssessmentleaders.com 1-866-864-8200
Hire Top Performers!
• Develop a “most wanted” list
• Hire from competitors
• Benchmark to recruit
(our Profile XT for Job Match
is essential—use your top
performers to benchmark)
Door 1—Selection Process
11
4. Presented by: Cathy Light, Chief Assessment Officer Assessment Leaders LLC. www.asssessmentleaders.com 1-866-864-8200
• Takes time before the problems become
apparent—time is expensive
• Not performing at an
experienced level for the
job costs in terms of:
– Opportunities missed
– Resources invested
– The effect on others who must
compensate during the
training period
• Next…training and coaching
come into play
Door 2—After They Are Hired
22
5. Presented by: Cathy Light, Chief Assessment Officer Assessment Leaders LLC. www.asssessmentleaders.com 1-866-864-8200
• When an employee doesn’t work out,
you either redeploy the marginal
employees to another department and
hope for better results, or exit the
employee from the company.
• When top performers leave, you
are dealing with another set
of problems
“It is difficult and expensive
to train your way out of a
bad hiring decision.”
Door 3—Back Door
33
6. Presented by: Cathy Light, Chief Assessment Officer Assessment Leaders LLC. www.asssessmentleaders.com 1-866-864-8200
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.
Use All of Your Resources
75%Job Matching
66%Interests Testing
54%Abilities Testing
38%Personality Testing
26%Reference Checking
14%Interview
7. Presented by: Cathy Light, Chief Assessment Officer Assessment Leaders LLC. www.asssessmentleaders.com 1-866-864-8200
■Corporate America loses $11 billion a year to employee turnover…
■Avoid Hiring Mistakes
“Chances are good that up to 66% of your company’s hiring decisions will prove to be
mistakes in the first twelve months.”- Peter Drucker, Famous Management Consultant
■Hire Right
Well-run companies make money with average performance employees…
Only…
if they avoid hiring too many below
average-performance employee
■It’s a Proven Fact That…
“It’s not experience that counts, or college degrees, or other acceptable factors… success
hinges on a fit with the job.”—Harvard Business Review
Don’t Let Your Company
Become a Statistic
8. Presented by: Cathy Light, Chief Assessment Officer Assessment Leaders LLC. www.asssessmentleaders.com 1-866-864-8200
■The most thorough selection
process imaginable costs less
than hiring the wrong person
for just a day
“■ 63% of all hiring decisions are made during
the first 4.3 minutes of an interview.”
—SHRM Study, reported in USA Today
Do You Accept
Marginal Performance?
9. Presented by: Cathy Light, Chief Assessment Officer Assessment Leaders LLC. www.asssessmentleaders.com 1-866-864-8200
Seeking The Total Person
PRESENTPRESENTPASTPAST
JOB FITJOB FIT
10. Presented by: Cathy Light, Chief Assessment Officer Assessment Leaders LLC. www.asssessmentleaders.com 1-866-864-8200
• 10%: Good, but Limited Information
– Skills, Experience & Company Match
• 90%: Essence of the Total Person
– Thinking Style
– Occupational Interests
– Behavioral Traits
– Job Fit
The Total Person
12. Presented by: Cathy Light, Chief Assessment Officer Assessment Leaders LLC. www.asssessmentleaders.com 1-866-864-8200
• Can the person
do the job?
• Will the person
do the job?
• How will the person
do the job?
What The Profile Measures
13. Presented by: Cathy Light, Chief Assessment Officer Assessment Leaders LLC. www.asssessmentleaders.com 1-866-864-8200
Can the Person Do the Job?
Learning Index
Verbal Skill
Verbal Reasoning
Numerical Ability
Numeric Reasoning
11 22 33 44 55 66 77 88 99 1010
Thinking Style
14. Presented by: Cathy Light, Chief Assessment Officer Assessment Leaders LLC. www.asssessmentleaders.com 1-866-864-8200
Will the Person Do the Job?
Enterprising
Financial/Administrative
People Service
Technical
Mechanical
Creative
Occupational Interests
1 2 3 4 5 6 7 8 9 10
15. Presented by: Cathy Light, Chief Assessment Officer Assessment Leaders LLC. www.asssessmentleaders.com 1-866-864-8200
How the Person Will Do the Job?
11 22 33 44 55 66 77 88 99 1010
Behavioral Traits
Energy Level
Assertiveness
Sociability
Manageability
Attitude
Decisiveness
Accommodating
Independence
Objective Judgement
16. Presented by: Cathy Light, Chief Assessment Officer Assessment Leaders LLC. www.asssessmentleaders.com 1-866-864-8200
• Shaded areas indicate the
JobMatch pattern
• The JobMatch patterns
show requirements for
the jobs in your company
• Use these patterns for:
– Placement
– Retention
– Training
– Promoting
– Managing
– Planning
The JobMatch™ Pattern
Job Profile Summary
Job Pattern: Sales
Overall Job Match
Thinking Style
1 2 3 4 5 6 7 8 9 10
Learning Index
Verbal Skill
Verbal Reasoning
Numerical Ability
Numeric Reasoning
Occupational Interests
1 2 3 4 5 6 7 8 9 10
Enterprising
Financial/Administrative
People Service
Technical
Mechanical
Creative
Behavioral Traits
1 2 3 4 5 6 7 8 9 10
Energy Level
Assertiveness
Sociability
Manageability
Attitude
Decisiveness
Accommodating
Independence
Objective Judgement
19. Presented by: Cathy Light, Chief Assessment Officer Assessment Leaders LLC. www.asssessmentleaders.com 1-866-864-8200
• To understand talent landscape
• To evaluate and deploy internal talent as part of a career pathing process
• To identify high potentials
• To match new hires to the right jobs
• To understand organizational priorities and practices
Why Use Assessments?
20. Presented by: Cathy Light, Chief Assessment Officer Assessment Leaders LLC. www.asssessmentleaders.com 1-866-864-8200
• Our pre-hire assessments are validated
• Meets all DOL, ADA and EEOC standards
• Unsurpassed in ease-of-use, instant report(s) feedback—no paperwork
delays
• The most state-of-the-art web technology
• No IT required on your end
• We can set-up your company’s virtual assessment center in just seconds
Our Web-Based Assessments
21. Presented by: Cathy Light, Chief Assessment Officer Assessment Leaders LLC. www.asssessmentleaders.com 1-866-864-8200
• Pre-Employment Process
• Promotion Decisions
• Retention
• Succession Planning
• Simple Team Building
• Team Engineering
• Sales Competence/Strategies
• Performance Problems
• Day-to-Day Management
• Coaching/Development/Training Strategies
Our Web-Based Assessments
Can Help You With…
22. Presented by: Cathy Light, Chief Assessment Officer Assessment Leaders LLC. www.asssessmentleaders.com 1-866-864-8200
“People are happiest and most productive when they are fully engaged and winning”
43%: Not formally educated or trained
67%: Unhappy and/or dissatisfied with current position
—United States Bureau of Labor Statistics
Our Belief
23. Presented by: Cathy Light, Chief Assessment Officer Assessment Leaders LLC. www.asssessmentleaders.com 1-866-864-8200
Thank You For Your Time
Assessment Leaders puts solid information
behind every management decision!
Don’t delay… Get started today!
Cathy@AssessmentLeaders.com
www.assessmentleaders.com
1-866-864-8200
