April 26, 2011 | 12:00 : 1:30 CST
Feedback from others is a gift! At its best, implementing a 360 development program provides valuable self-insight that leads to significant and sustainable change impacting personal effectiveness and the organization’s bottom line. However, sometimes this gift is not well received, or worse, does more harm than good.
An Assess Applications Training
June 14, 2011 | 12-1:30 pm CST
October 18, 2011 | 12-1:30 pm CST
Are you a new Assess user? Have you been using Assess but would like a practical hands-on refresher? If so, this webinar is for you. Listen in or participate with other HR professionals as we interpret a variety of interesting Assess profiles. Practice your skills at understanding all the different personality scales and the most common interactions. We will showcase real data of Assess candidates (keeping all personal data confidential) and explore the typical types of behaviors that you would see from these profiles.
Read: Assess Profile Interpretation Roundtable
An Assess Applications Training
May 26, 2011 | 12-1:30 pm CST
This 1 ½ hour web-based workshop is designed to educate recruiters and hiring managers on how to consistently and effectively utilize the Assess competency-based assessment(s) for selecting and on-boarding top talent.
Good selection decisions are key to organizational success. Hiring the right people is critical, and the use of the right assessment tool to evaluate the right success factors when screening candidates is a key ingredient in successful hiring.
Read: Using Assess Selection Reports and Interview Guides to Improve Your Hiring Accuracy
A Select Applications Training
June 23, 2011 | 12:00 – 1:30 CST
This 1 ½ hour web-based workshop is designed to educate hiring managers on how to consistently and effectively utilize the Select assessment(s) for selecting and on-boarding talent. Also included in this engaging workshop are helpful tips, tools, and techniques for improving interviewer skills.
Leaders responsible for making hiring decisions in today’s competitive business landscape are faced with a continual challenge of identifying and selecting the best talent possible. Tools such as the Select Associate Screening System are designed to make the job of hiring managers easier by quickly providing insightful and accurate information to aid in making reliable hiring decisions. The Select family of assessments identify the personality dimensions predictive of performance in associate-level jobs. Results also alert hiring managers to indicators of counter productive work behaviors or questionable work ethic permitting hiring managers to proactively address concerns. However, like other tools in the hiring manager’s toolkit, the effectiveness in using the Select tool comes from its consistent and proper execution.
An Assess Applications Training
Every organization engages in some type of planning for future talent needs, either actively or passively. Every entity that needs people to operate must replace people when they are gone. We see this in our daily lives and in the media—it was well-known that Jay Leno was to be the successor for Johnny Carson and then Conan O’Brian was to fill Jay’s shoes – we all know how that story ends. Whether a company pays attention to it or not, the succession of people is often the key to an organization’s sustainable success.
An Assess Applications Training
Good selection decisions are key to organizational success. Hiring the right people is critical, but going about the hiring process in the right way is often just as important in the increasingly complex area of Human Resource selection. Hiring managers, recruiters, and other involved parties must clearly understand the job being hired for, ensure that assessments, interview questions, and other voices in the selection process tie directly to job requirements, and administer the process consistently and fairly to ensure that top-quality candidates are hired and legal and regulatory guidelines are followed.
An Assess Applications Training
The ability to be successful and to display competence in a given area is the result of many factors working together. These factors include innate capabilities (natural ability and personality as measured by the Assess Personality Survey) and learned capabilities (knowledge, experience and skills). Taken together these factors impact the individual’s ability to develop and display desired job competencies and ultimately impact effective job outcomes.
Read: Assess Personality Scales In-depth Review and Interpretation
A Select Applications Training
Ever wonder the following…
Competitors may try to duplicate your offerings…but they can’t duplicate your people. What can ultimately set you apart in today’s marketplace is the quality of your people and their impact on your business and your customers. Good employees create customer delight, generate repeat business, produce more and influence the positive behaviors of others. The wrong employees turn-away customers, disrupt the work environment, and cost the organization money through turnover, lost productivity and lost customers. Leading companies understand that people are your competitive advantage.
Read: Using Select Pre-Employment Assessments to Identify the Best Hourly Candidates
An Assess Applications Training
Successful organizations are comprised of people with a diversity of talents working together to achieve goals. More than ever before individuals at every level in the organization are faced with the challenge of performing well in their current role and preparing themselves to meet future business needs. The organization’s success and the individual’s personal career success depend on individuals continually growing, developing and improving these skills. But development does not happen by chance. It requires motivation, effort and commitment.
Read: Using Assess Competency-based Assessments and 360 Feedback to Develop Excellence
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As an HR-XML Certified provider, our software systems conform to the standards of the HR-XML consortium for exchange of HR-related data. This allows our assessment systems to integrate seamlessly with other conforming HR software, such as HRIS, applicant tracking systems (ATS), and Recruitment Process Outsourcers (RPO).
Tags: 360, 360 feedback, Assess, Assess Systems, Bigby Havis, Development, developmental feedback, executives, leaders, managers, organizational psychologists, professionals, Select
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