The proper way to assess potential and existing employees for job fit
Accord Management Systems, Inc. provides clients with the necessary tools to assess, engage, and retain the most valuable asset in any organization, its people. Our clients utilize a series of surveys & assessments that allow them to scope job requirements, evaluate how potential employees fit into those jobs, and identify changes that will keep employees engaged at their jobs, which are all keys to improving productivity in today's business environment.
Surveying Job Candidates
The second step is to give surveys to job candidates that measures their personality based upon four attributes: dominance, sociability, relaxation, and compliance. The survey has two parts. The first measures the personality that the person is using in their present job, while the second measures the person's natural personality. The result is a graph of each candidate's personality, along with a series of reports that discuss the strengths that each person brings to the job, considerations for self-development, and areas of concern. A particularly important report is a list of interview questions that is customized for each candidate based on their profile.
Comparing Candidates
The final step in the process is comparing the prospects to the ideal profile developed in the job survey. Companies frequently find that when the personality profile is added to all of the other available factors (appearance, skills, and experience), it becomes much easier to distinguish between available candidates. Furthermore, studies show that evaluating people based upon their fit for the job results in a substantial difference in performance.
Evidence of Success
As an example, a benchmark study in the Harvard Business Review showed that when companies used job analysis and behavioral assessment surveys as part of their hiring practice, employee turnover was reduced by as much as 50%. Furthermore, in companies that used such assessment tools, 61% of the employees become top performers within 14 months on the job versus just 7% of employees who were hired by companies who did not use such tools.
The Bottom Line: There is virtually no doubt that employee assessment works when it is used properly. Accord has developed a detailed methodology that has been proven successful in hundreds of companies. Call us today to find out how we can help you get the right people on your bus.
The second step is to give surveys to job candidates that measures their personality based upon four attributes: dominance, sociability, relaxation, and compliance. The survey has two parts. The first measures the personality that the person is using in their present job, while the second measures the person's natural personality. The result is a graph of each candidate's personality, along with a series of reports that discuss the strengths that each person brings to the job, considerations for self-development, and areas of concern. A particularly important report is a list of interview questions that is customized for each candidate based on their profile.
The final step in the process is comparing the prospects to the ideal profile developed in the job survey. Companies frequently find that when the personality profile is added to all of the other available factors (appearance, skills, and experience), it becomes much easier to distinguish between available candidates. Furthermore, studies show that evaluating people based upon their fit for the job results in a substantial difference in performance.
As an example, a benchmark study in the Harvard Business Review showed that when companies used job analysis and behavioral assessment surveys as part of their hiring practice, employee turnover was reduced by as much as 50%. Furthermore, in companies that used such assessment tools, 61% of the employees become top performers within 14 months on the job versus just 7% of employees who were hired by companies who did not use such tools. 