“If I were running a company today, I would have one priority above all others: to acquire as many of the best people as I could [because] the single biggest constraint on the success of my organization is the ability to get and to hang on to enough of the right people.” Jim Collins
Below is a straightforward “assessment use” list to use as you consider ways for making 2016 more productive, and thus more successful –
- Applicant Screening – Eliminate unqualified applicants early in the process.
- Personnel Selection – Select the best available applicant for the position using position specific criteria.
- Personnel Placement – Place new employees in the most suitable environment. Ever had an employee fail because they were not a good fit with a manager or the team as a whole?
- Needs Analysis – Objectively determine the specific training and development needs of individual employees.
- Succession Planning – Identify the most suitable individual to be groomed to replace individuals who will be promoted, transferred, retired or terminated.
- Reorganization Decisions – Determine which employees will function most successfully in the reorganized unit.
- Termination / Outplacement – To explore the possibility of changing duties, positions, managers, departments, etc., instead of termination.
- Organizational Development – Identify the development needs of the organization.
- Performance Appraisals – Determine if employees are performing to their fullest potential. Use assessment feedback to help employees set their performance expectations. This allows for the greatest buy-in.
- Career Pathing – Advance individuals via the most suitable positions.
Using quality assessments (behavior and attention to detail / multi-tasking) as part of your hiring and employee development processes involves paying attention to detail, showing respect, and using common sense.
Contact Windridge at 206.533.9700 to get started with behavioral or attention to detail / multi-tasking assessments or by clicking the Get Started button below.