Values by VisualDNA - Intro for Recruitment
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Values by VisualDNA is a recruitment tool that helps companies identify job candidates whose personal values align closely with the company's core values by having candidates complete an online values assessment, then provides analytics and interview guidance to help hire candidates whose values fit well with the organization and team. The tool is based on rigorous scientific research on personal values and has been validated to reliably and accurately assess individuals' values using the established Schwartz Model of Motivational Values.
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• Why employee engagement is critical to an organization’s bottom line
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• The full value of PXT Select as a talent management tool for coaching, improving team effectiveness, developing skills, career pathing, succession planning, and more
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Similar to Values by VisualDNA - Intro for Recruitment
Values by VisualDNA
Values by VisualDNA is a tool that assesses individuals' motivational values to help companies with recruitment, team building, and employee retention. It profiles current employees to understand their values and ensure new hires align with company values. The tool uses a validated assessment based on the Schwartz Model of Motivational Values and includes measures to prevent faking responses. Company leaders can use the dashboard to understand their employees' and teams' values, compare them to company targets, and identify individuals who may be future leaders or at risk of leaving. The tool provides insights to better manage, engage, and motivate employees.
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Research by Harvard Business Review noted that as much as 80% of employee turnover is due to bad hiring decisions.
A significant part of the foundation of a hiring decision starts at the assessment stage. Unfortunately, the statistics show that many organisations get it wrong at this critical stage of the hiring process. Yet, the need to identify and attract top talent remains a priority for organisations today, thus driving immense competition and innovation.
Many organisations continue to put in time, money and other resources to source for these top talents, making hiring decisions very critical. But, as the statistics imply, onboarding the wrong people in key roles can hurt your organisation’s interests and negatively impact other employees.
This means that leaders and hiring managers must ensure they get their talent assessment right and deploy the right assessment methods to identify the right people that will drive the success of your organisation.
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• The best practices to effect a successful talent assessment
The Science of Hiring
This document discusses using assessments in the hiring process. It defines three main types of assessments: behavioral assessments that evaluate personality, integrity and cognitive abilities to determine job and cultural fit; skills tests that evaluate specific skills and abilities; and reference checks that collect structured feedback from previous employers. The document explains how each assessment is conducted and the types of questions they can help answer. It emphasizes using the right assessment at the right time in the hiring process, from initial screening to making a final offer. The last section promotes an assessment center product that provides thousands of pre-integrated tests from leading vendors.
Ob12 18st
The document discusses various human resource policies and practices related to selection, performance evaluation, training and development, diversity, and work-life balance. It describes different selection tools like interviews and tests that can be used in the hiring process. It also outlines different methods for performance evaluation, such as written essays, critical incidents, and behaviorally anchored rating scales. The document discusses the benefits of diversity training and various work-life initiatives organizations can implement, such as flexible work schedules, childcare services, and training for managers.
Strategic Approach to Manpower Acquisition: Selection
Objectives of Strategic Selection
Getting the right candidate for staffing key position
Getting the right candidate for strengthening the existing culture or for creating new one
Skills of selected candidates
Characteristics of Selection Instruments
Handbook
This document provides an 8 step process for small and medium businesses to hire great employees while saving money. The 8 steps are: 1) determine selection criteria, 2) reach and attract applicants, 3) filter applicants, 4) assess applicants, 5) shortlist for interview, 6) determine interview questions, 7) explore gaps and reference check, and 8) decide and conduct a second interview if needed. An optional online system called Apollo Select is recommended to help users manage the process. The document also discusses weighting criteria, creating applicant ratings, and using an optional psychometric test called the Apollo Profile to further assess applicants.
Performance Appraisal
This document discusses performance appraisal, including its purpose, design, and key success factors. It begins by defining the goals of performance appraisal as maximizing contribution to business objectives and providing an ongoing development cycle. It then covers designing an effective system, including using a competency-based approach, multi-rater feedback, and focusing on future development. The document emphasizes linking individual performance plans to business, functional, and team objectives. It concludes that clear communication and addressing cultural aspects are critical to the success of any performance appraisal system.
Teknik dan Metode Penilaian Kinerja.pdf
1. The document discusses various performance assessment tools and techniques, including essay appraisals, graphic rating scales, forced-choice ratings, critical incident reports, and assessment centers.
2. It also outlines a 10-step process for developing a new performance assessment system, including getting management buy-in, establishing criteria, appointing an implementation team, and revising the program over time.
3. The key is selecting tools that align with the organization's objectives and strategy, ensuring ongoing communication, and monitoring the system for continual improvement.
Presentation on selection for uploading
Hiring the right people for the right position at the right time - the process of recruiting and selection
Aerospace Defense Cyber Security Executive Search
Defense System Recruiting in C5ISR, Weapons Systems, Cyber Security
Defense system retained search assignments we have successfully completed range from President and CEO, Executive Vice President, VP, Senior Director, Director and General Manager; Chief and Principal levels in systems engineers, hardware design, software development, sales, and business development to manufacturing, and R&D.
In defense system recruiting, our clients are based in the USA, Canada, and NATO within:
Aerospace Systems - manned and unmanned vehicles and aircraft, space systems
Defense – C4ISR, C5ISR, Battle Management, InfoSec, Cyber Security, MANET
Airborne Power Supplies, Avionics and Aircraft Lighting, Test and Simulators
Tactical Systems – targeting, navigation, weapons systems, FCS, missile defense
Defense System Performance Based Retained Search
Our proprietary Performance Based Search process results in recruiting candidates in defense system, aerospace, and airborne who meet or exceed client expectations. Before the hire starts, we develop a custom executive onboarding process that enhances the candidate meeting the Performance Objectives snd assimilation into the culture.
Taking the Dark Arts Out of Hiring for Culture Fit
What is the #1 Predictor is that a new hire will be a success in their new role? How well they Fit the company and the team. Learn how to ID the good Culture Fits when evaluating candidates - and how you can get Fit Scores for all candidates in minutes using simple software.
Learn how to identify your company culture (your Company CultureDNA), and use what you learn to make better hires.
Tracking Impact: Quantifying the Success of your Talent Brand
A strong, unique talent brand is crucial to consistently making high-quality hires. But how can your company be sure its talent brand is performing? This presentation, created by LinkedIn Talent Brand Consultant, Stephanie Kender, will teach you how to measure the ROI of your company’s talent brand using key metrics such as social follower quality, talent response rate, and applicant quality. With this knowledge, you’ll be able to quantify the success of your company’s talent brand and understand how to make it more effective.
Learn more about our solutions: http://bit.ly/2hNXom4
Defining Core Values for Success
Strong Core Values are the cornerstone of successful Organizations. At Open-i Advisors we guide companies through uncovering their corporate values and leveraging them for everything from hiring and employee onboarding to sales and marketing.
Employer Brand Playbook Webinar
How are you influencing the conversation around what talent thinks, feels and shares about what it’s like to be a part of your organisation?
For large and small companies alike, an inspiring employer brand will deliver real results, driving down cost per hire and employee turnover.*
*LinkedIn Research 2011
Performance appraisal best practices
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Performance appraisal best practices
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Innovative Mind PPt
Innovative Mind is a recruitment agency that has been in business for 4 years providing staffing solutions to various companies in India. They have a team of well-trained recruiters who specialize in identifying candidates from client companies. Their goal is to place the client's interest first and help clients hire suitable candidates quickly through an assessment process that includes interviews, resume screening, and skills testing.
How to create a compelling employer value proposition | Talent Connect 2016
How to create a compelling employer value proposition | Talent Connect 2016LinkedIn Talent Solutions
Lauren Larose, LinkedIn
Daniel Sanders, LinkedIn
A strong talent brand is no longer a nice to have, but a must have if you want to hire quality talent. In order to have a strong talent brand, you must first start with the foundation: a clear employer value proposition. Your employer value proposition is your unique set of offerings and values that distinguishes your company from the competition - it gives people a reason to work for you. This session will cover the basics of employer branding and how to leverage LinkedIn insights and research to craft a compelling employer value proposition.
Key highlights:
Have an understanding of the basics of Employer Branding.
Know the steps and inputs required to build/hone a compelling.
Employer Value Proposition Understand how to measure the ROI of your Employer Branding efforts.
Check out the best of Talent Connect: http://bit.ly/2e5ojNeIntroducing Profiles International
This presentation includes information on who we are, the clients we serve, and our employee assessments.
360 degree feedback (
Performance Appraisal should be multifaceted. their are many aspect to evaluate the performance of the employees in this professional world 360 degree evaluations is the most effective one!
Similar to Values by VisualDNA - Intro for Recruitment (20)
Strategic Approach to Manpower Acquisition: Selection
Strategic Approach to Manpower Acquisition: Selection
Taking the Dark Arts Out of Hiring for Culture Fit
Taking the Dark Arts Out of Hiring for Culture Fit
Tracking Impact: Quantifying the Success of your Talent Brand
Tracking Impact: Quantifying the Success of your Talent Brand
How to create a compelling employer value proposition | Talent Connect 2016
How to create a compelling employer value proposition | Talent Connect 2016
Values by VisualDNA - Intro for Recruitment
- 2. Shared values are a uniting element in any relationship By testing a candidate's personality you get an idea of their working style. For instance, do they like to meticulously plan everything or get stuck in? While that's helpful, personality tests can't predict how well someone will fit into a team or company. It’s our values that make us do what we do. If you value power you'll be driven by status, financial reward and recognition for the work you do; if you value relationships you'll be motivated by a concern for others and the companionship teamwork provides.
- 3. Values by VisualDNA Identify and set target values Profile candidates Recruit and retain the best candidates
- 5. Step 1: Set your target values TARGET VALUES AUDIT STAFF OR MANUAL SETTING
- 6. Step 2: Integrate assessment into recruitment process Import open positions Unique URL in ads and emails Candidates take assessment Instantly track: completion and view results WWW OR URL IN EMAIL PART OF JOB AD
- 7. Step 3: Profile candidates via engaging assessment
- 8. Step 4: Shortlist candidates based on desired values
- 9. Step 5: Identify key discussion points for interview Remove cognitive bias in interview process Aline’s values are mostly in freedom but your target values are mostly in relations. This means her values are not opposite to yours, but they are not the same either. Depending on how she interprets her values, she could still be a good fit… Question 1: What is your preferred work style? Do you prefer working alone or as part of a team? What percentage of your time would you allocate to each, given the choice? Question 2: Think about a time when you felt like you were in the wrong team at work. What made this difficult? How did you react?
- 10. Step 6: Hire best candidate based on competency and fit 1. Optimized interview process 2. Lower churn 3. Higher performance
- 11. Pricing Plans $10 per profile Less than 1,000 assessments per annum $5 per profile Up to 10,000 assessments per annum $3 per profile 10,000+ assessments per annum
- 12. 12 Values by VisualDNA helps people find meaning in their work, and companies hire and retain the right people.
- 14. 14 An engaging quiz on mobile and desktop
- 15. Insightful feedback putting your people first
- 17. Real-life examples of people like you
- 18. Actionable tips to make your values work for you
- 19. A complete overview of your Values scores
- 21. Easily understand the collective values of your people and compare to your company’s target values. Top values will be used to benchmark recruitment candidates, identify employees at risk of churn, and identify future leaders.
- 22. For recruitment compare and sort internal and external candidates based on their team values fit.
- 23. Example of an external candidate’s report which can be used to support the interview process.
- 24. The Science
- 25. Our product is based in rigorous science Our assessment has been fully validated against the Schwartz Model of Motivational Values with factor correlations of at least 0.6 across all values to ensure a highly reliable and valid measure of values. Schwartz Model scores have been linked with outcomes from work satisfaction to cross-cultural job performance and intent to remain over three decades of research.
- 26. Extending Values
- 28. 28 Values for building teams
- 29. 29 Edward Weatherall • Client Director • T: 020 7749 0219 / M: 0771 509 1536 • edward.weatherall@visualdna.com • @edweatherall