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SIMPLY THE BEST
Hiring and Interviewing Workshop
The reality of the business world is that we hire for skills, education, background and experience – yet we fire for attitude, poor performance and apathy.
With the estimated cost of employee turnover two to three times the annual salary of the position, it is critical to take a strategic approach to hiring.
Simply the Best (Hiring and Interviewing Workshop) provides the means to evaluate the critical success factors for a specific job(s) and how to determine if candidates possess these success factors.
The Hiring and Interviewing Workshop Outline:
- Take an in-depth look at behavior and how it impacts performance
- Understand the critical significance behind personality and job fit
- How to determine the necessary skills and traits for superior job performance
- How to uncover behavioral traits and performance accomplishments through a structured interview process
- Learn how to obtain more insight from the reference check by utilizing a verification strategy, NOT a reference strategy
Long-term, nothing is more critical to an organization’s success than the quality and care taken with respect to selection.
The problem is the people process is typically backward looking, merely focusing on evaluating the jobs people are doing today.
There are three essential questions that must be asked:
- Can the person handle the job tomorrow, and if not, what do they need to do differently?
- What skills, behaviors and core values does our company want to use as parameters?
- Can the profile we seek be trained? Or must certain characteristics be intrinsic?
We not only help you answer these questions, we work with you to provide a detailed portrait of an individual to determine the fit between an individual and their given role within an organization.
In other words; we help you put the right people into the right positions.
The different sections described in Simply The Best will give you an understanding of our philosophy, our process and our instruments. By building a strong bench, we can help you link your human capital with your strategic intent.
BASICS OF SELECTION
Assessments, like the employees they measure, are diverse and possess their own unique strengths and weaknesses. Most are classified as behavioral assessments and only measure four dimensions of personality.
It is common for Human Resource managers to use these types of behavioral assessments because they are simplistic, short and easy to administer. The down side is these assessments provide a more limited measure of personality and insight into behavior.
Assessments that are more sophisticated in nature are referred to as psychological assessments. They capture a broader, more in-depth look at personality. These types of assessments are more commonly used for selection, succession planning, leadership development, coaching and counseling in organizational development.
OVERVIEW OF THE 16PF
Our preferred assessment tool is the 16PF. The 16PF is one of the most widely used personality assessments throughout the world and is supported by extensive research and literature in scientific journals. While we do use other assessments and incorporate and blend the information processed accordingly, the 16PF helps identify broader more complex areas of personality with deeper insight into performance potential.
The 16PF provides a two-tiered system of personality measurement that goes well beyond the scope of basic behavioral assessments. Five global scales and sixteen primary scales make up this two-tiered system that goes deeper to examine a total of 32 different dimensions of personality.
In addition to the uniqueness of the 16PF, there is a section that helps identify a person’s level of reasoning and problem-solving ability. In one self-contained assessment you have very specific measures of personality traits and intellectual ability.
In addition, the 16PF has three extensive distortion scales built into the instrument that provide additional data about assessment-taking response styles to help insure accurate interpretation. The basic behavioral assessments do not have this kind of built-in distortion measure.
There are several reports generated from the information gathered from the 16PF:
THE PERSONNEL REPORT
The Personnel Report helps match people with suitable jobs by providing a concise description of a candidate's work-related personality characteristics and scores on various scales associated with job performance. It also provides an objective way to promote qualified employees.
The Personnel Report consists of six sections:
- Employee Information – identifies the organization, applicant’s name, sex, ID#, and norms used in scoring. This information is confidential.
- Areas of Potential Concern – assists in assessing potential hiring liabilities and helps spot behaviors that could bring into question an individual’s ability to perform a specific job. There are 15 potential areas of concern.
- Performance Factors – made up of 4 characteristics as they relate to job performance and are relevant to long-term success and commitment within an organization
- Work-Related Personality Description – presents the performance factors of a person’s personality in narrative form
- Profile Validity – provides information about the applicant’s test-taking orientation to the questionnaire. It is equipped with three distinct validity scales
- Primary Personality Factors (Profile Summary Graph) – easily interpreted visual summary of a candidate’s scores on the major work-related personality factors
A more in-depth look at how to interpret the information is found in the User’s Manual – Guide to Selection and Tips and Templates in the resources section.
THE SALES PERSONNEL REPORT
We know that good sales people are essential to any business and that a good sales team can make the difference between profit and loss.
One of the biggest challenges facing Sales Managers today is finding and identifying great sales talent. Interviewing alone will not give you the depth of information you need to make sound hiring decisions. A proven selection process is critical to your long term success.
Give yourself the edge by using an instrument that tells you what you need to know. The Sales Personnel Report identifies 6 core behaviors essential for sales success.
Learn about your sales staff BEFORE you hire! Successful hiring is the fastest way to increase revenues through your sales department and is absolutely worth the time you invest.
The Sales Personnel Report allows sales managers and decision-makers to predict sales productivity in an easy to read, easy to interpret format.
MANAGEMENT INTERVIEW GUIDE
The Management Interview Guide (MIG) helps you analyze your candidate’s potential compared to other successful managers. The report uncovers valuable information you will want to consider before making a decision to hire or promote.
- Evaluate strengths and limitations of a potential candidate in 6 dimensions essential for effective management.
- Discover how someone’s specific personality characteristics will likely play out in a management role.
- Interview your star performers for management roles with questions that dig deeper into critical issues and go beyond the standard inquires.
A quick turnaround and on-line option are perfect for the “time-crunched” executive who doesn’t interview on a regular basis.
Considering the financial investment of your most valuable asset, it makes sense to know as much as possible about your top pick’s management skills before making that investment.
Make the most of your time and money, ensure you have enough information to make the best possible decision; include the MIG as part of your management team decision making process.
The MANAGEMENT OVERVIEW
The Management Overview is a customized report used to evaluate your candidate's strengths and areas of development. It is designed to provide an overview of a person's potential to perform a given role or to move into a supervisory or entry lvel managment position.
This compact report describes in succinct language how a person reports himself/herself on the 16PF Personality Questionnaire and the Thurstone Test of Mental Alertness. The report details how key personality characteristics and reasoning skills are likely to play out iin the role he/she is being considered for.
Whether you are evaluating job fit for entry to mid level positions or evaluating qualificiations for a new supervisor or manager, find out if your candidate has the characterisists to succeed before you make a job offer.
THE EXECUTIVE SUMMARY
The Executive Summary is used when a more thorough assessment becomes necessary because of the demands and scope of the job. It is a customized report for more senior level positions.
It requires an executive battery of five assessments. They include the 16PF Personality Questionnaire, DISC Behavioral Assessment, Thurstone Test of Mental Alertness, Culture Fair Reasoning Test, and Watson-Glaser Critical Thinking Appraisal.
Utilizing multiple instruments provides a stronger ability to predict behavior and workplace performance potential. When that is supported with an in-depth interview, the ability to predict the candidate's “gifts” and “limitations” becomes even greater.
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