"Every time we hired anybody against
what the testing showed, it was a mistake." —Sales VP
If you do the hiring for your company, you see the other side of the coin. You do your best to find the right fit—someone who will be compatible with the rest of the team and who will contribute to the success of the company. You want to fill one job opening, you get multiple applicants, and the top five all look equally qualified on paper and interview well. What do you do to make the best choice?
Case Summary
The company was beginning its second merger in six years, and there were concerns. I was asked to work with the North America sales group to get a sense of what the sales teams were feeling. The plan included the online assessment plus a 45-minute coaching session to review each employee’s results, and then to facilitate a three-way phone session with the supervisor and each direct report.
The results were amazingly accurate. There were basically three attitudes you could see clearly on the test results:
I was able to confirm these three attitudes with 100% accuracy in the follow-up coaching sessions. About one third of the salespeople saw the merger as a “train wreck,” and most were willing to talk about it with their team leaders. This allowed the company to address many of their concerns, retain the experienced sales talent they needed and reduce expensive turnover.
—Coach Mack Arrington, Pathways Career Testing
One business owner described the hiring process as the best of all fantasy worlds. “The candidates put on their best face, the company puts on its best face, the finalists and the employer all agree what a great match they will be. The decision is made on who to hire, the person shows up for work, then reality sets in, and it’s a downhill slide from there.”
It’s frustrating for everyone involved, it’s painful to watch and more painful to experience. And it doesn’t have to be that way.
One of the phrases you hear among Hiring Managers and Human Resources professionals is a simple truth: “We hire for competency and fire for behavior.” Each individual is the right fit looking for the right niche; every company has the right job for the right fit. How do you find your fit, and fit your find?
When you know it’s your responsibility to find the right fit… You understand that over 80%* of résumés are misleading, background checks don’t find everything, nobody gives a bad reference, and that the interview is only 14%** effective in hiring.
What if you used a proven “Whole Person” assessment that gave you an edge?
With Pathways Career Testing, you get what has been called a whole person assessment. You gain insight into your candidates’ behavioral style for how well they will fit, their motivators that must be satisfied to retain their talent, and the success factors they have developed—as well as those that will need to be developed—to be successful in the job.
It’s a better way to protect the investment you make in their contribution to the success of your company.
Pathways Career Testing uses proven assessment technology that has been refined and updated to ensure 100% face validity, verbal linguistic-cognitive matching, and very high accuracy in results. We focus beyond simply selling you another assessment, we help you find solutions and make a difference in your organization. Our assessments are EEOC compliant.
Case Summary
The company was beginning its second merger in six years, and there were concerns. I was asked to work with the North America sales group to get a sense of what the sales teams were feeling. The plan included the online assessment plus a 45-minute coaching session to review each employee’s results, and then to facilitate a three-way phone session with the supervisor and each direct report.
The results were amazingly accurate. There were basically three attitudes you could see clearly on the test results:
- This merger is a great opportunity and I’m onboard
- I can’t tell which way it’s going, but will wait and see
- This merger is going to be a train wreck and I need to seek other opportunities
I was able to confirm these three attitudes with 100% accuracy in the follow-up coaching sessions. About one third of the salespeople saw the merger as a “train wreck,” and most were willing to talk about it with their team leaders. This allowed the company to address many of their concerns, retain the experienced sales talent they needed and reduce expensive turnover.
—Coach Mack Arrington, Pathways Career Testing
One business owner described the hiring process as the best of all fantasy worlds. “The candidates put on their best face, the company puts on its best face, the finalists and the employer all agree what a great match they will be. The decision is made on who to hire, the person shows up for work, then reality sets in, and it’s a downhill slide from there.”
It’s frustrating for everyone involved, it’s painful to watch and more painful to experience. And it doesn’t have to be that way.
One of the phrases you hear among Hiring Managers and Human Resources professionals is a simple truth: “We hire for competency and fire for behavior.” Each individual is the right fit looking for the right niche; every company has the right job for the right fit. How do you find your fit, and fit your find?
When you know it’s your responsibility to find the right fit… You understand that over 80%* of résumés are misleading, background checks don’t find everything, nobody gives a bad reference, and that the interview is only 14%** effective in hiring.
- Hire the right people and your company excels and you get stars and smiles all around; hire the wrong people and you can get ongoing drama in front of a global internet audience.
- You want to hire someone who is the right fit for your company and the job. Finding and retaining the talented people who fit is an investment in the success of your company.
- You want people who fit the job, fit the company and fit with the people on their team. A lot depends on getting this right.
What if you used a proven “Whole Person” assessment that gave you an edge?
With Pathways Career Testing, you get what has been called a whole person assessment. You gain insight into your candidates’ behavioral style for how well they will fit, their motivators that must be satisfied to retain their talent, and the success factors they have developed—as well as those that will need to be developed—to be successful in the job.
It’s a better way to protect the investment you make in their contribution to the success of your company.
Pathways Career Testing uses proven assessment technology that has been refined and updated to ensure 100% face validity, verbal linguistic-cognitive matching, and very high accuracy in results. We focus beyond simply selling you another assessment, we help you find solutions and make a difference in your organization. Our assessments are EEOC compliant.
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Problem: It's expensive to hire someone who doesn’t fit.
Solution: Testing helps find the best fit. Benefit: Adds extra layer of Accuracy and Peace-of-Mind. |
How do you recruit, train and retain the right person for the right job?
Hiring the right person for the right position is an investment in the success of your company. We recommend three parts; each part of the hiring process contributes to the likelihood of a successful hire:
The keys to keeping them are to know and satisfy their top two motivators, help them reach their personal goals, and match their work environment with their behavioral style. You get this kind of guidance from the assessment process.
Is this the right choice for you?
Pathways Career Testing offers specific assessments for leadership and management, sales and other options for recruitment, retention and development. Our process for working together is straightforward: to understand your need, to verify and discuss the best option, to agree on the process and begin.
Call us at 336.541.6842, or use the Interest form below and we'll get back in touch with you as soon as possible.
How do you recruit, train and retain the right person for the right job?
Hiring the right person for the right position is an investment in the success of your company. We recommend three parts; each part of the hiring process contributes to the likelihood of a successful hire:
- Their documentation such as resume, references and background check.
- The interview to get a sense of the person and how they will work with others in your organization.
- The assessment to get an indication of their strengths, challenges, communication style, motivation, and abilities; and to know additional questions to ask in the final interview before hiring.
The keys to keeping them are to know and satisfy their top two motivators, help them reach their personal goals, and match their work environment with their behavioral style. You get this kind of guidance from the assessment process.
Is this the right choice for you?
Pathways Career Testing offers specific assessments for leadership and management, sales and other options for recruitment, retention and development. Our process for working together is straightforward: to understand your need, to verify and discuss the best option, to agree on the process and begin.
Call us at 336.541.6842, or use the Interest form below and we'll get back in touch with you as soon as possible.
References:
*http://www.workplaceethicsadvice.com/2012/08/more-than-half-of-job-applicants-lie-on-their-resumes-advice-for-employers-to-deal-with-manipulated-resume-information-a.html
**https://www.forbes.com/sites/work-in-progress/2015/05/21/why-job-interviews-are-like-flipping-a-coin/#7e167907705d
*http://www.workplaceethicsadvice.com/2012/08/more-than-half-of-job-applicants-lie-on-their-resumes-advice-for-employers-to-deal-with-manipulated-resume-information-a.html
**https://www.forbes.com/sites/work-in-progress/2015/05/21/why-job-interviews-are-like-flipping-a-coin/#7e167907705d
