Progressive organizations are preparing for unprecedented change brought about by globalization, competition and technology. Regardless of economic conditions, competition for top talent has never been greater. The organizations that endure will be those that learn that managing performance of their employees is the equivalent of managing the bottom line.
According to recent research the cost of hiring the wrong person could be as high as ten times their annual salary. While hiring the "right" people is important, promoting the right people is central to the long-term health of an organization.
Do you use research-based tools and proven processes to help you make the best hiring decisions? For example, would you take a chance on hiring or promoting a sales candidate without relying on tools based on groundbreaking research on sales employees?
Facts you should know
Many companies have added background checks to their hiring process, but not enough businesses use assessments when hiring people. Background checks help you minimize the chances of a bad hire, while behavioral style, personal interests, attitudes and values, and talent assessments help maximize the chances of a great hire. When you utilize a certified professional behavioral analyst (CPBA) trained in the use of instruments, along with behavioral interviewing and other techniques that are highly correlated with predicting job performance, you significantly increase your odds of making great hires. A CPBA who, in addition, has extensive hiring experience will detail the implications of interrelated issues that may not be apparent in the interview process. Finally, the CPBA provides an objective perspective that can be a helpful addition to the perceptions of the hiring team.
Assessment services are provided by Your Hire Power a division of TAB East Bay North -