OUR APPROACH

We have found successful companies share a common trait. They understand that it’s all about people: hiring, promoting and retaining the right people and providing the resources and development opportunities so they can excel in their roles and move up the ladder.

The biggest challenge organizations face is how to identify the right people. There are a number of unknowns such as: how will individuals perform in specific roles, where are their gaps, what is their potential? Sometimes you don’t have all the answers you need.

The 16PF Questionnaire is a unique tool that enables you to reliably pinpoint personal qualities that influence behavior in the workplace. It provides a greater ability to predict an individual’s performance potential in a given role and uncover development needs as well as evaluate capacity to handle greater responsibilities in the future.

Why should my company use assessments?

Our clients are companies who strongly believe that people and their performance are vital to their success. When companies feel that people really do make a difference, the decisions about those people become especially important. The high cost of turnover is yet another reason companies must understand the capabilities, strengths and weaknesses of the people they hire and retain.

What will be learned from assessments?

Too often, hiring is based on “I know a good one when I see one.” And “I’m a pretty good judge of character.” Or, the resume is taken at face value, the reference check only confirms employment, and the interview lacks an open-ended discussion of successes and challenges in previous roles.

We provide an objective assessment of the capabilities and competencies of potential candidates as well as existing employees to gauge their performance potential for their new role or future roles in your company. From the shop floor to the Executive suite, our goal is to provide information to help you make sound hiring and promotion decisions.

Assessments provide valuable information to consider during the hiring process and beyond. Can the individual handle the position? Are there gaps and if so, can they be trained? Do the behaviors revealed through the assessment process match those necessary for success at the position?

Included with the other information, assessments become a part of a balanced scorecard approach to determine if your candidate is a good fit for the job. It is a valuable source of information about performance potential throughout the life cycle of the talent management process.

What type of information will be received?

The input we provide our client companies depends on the client and the nature of the position under consideration. In general our reports provide an overall opinion about a candidate’s general fit for a position. The other is a detailed behavioral profile of the candidate’s motivations and behavior as they relate to the duties and functions of the job. Our goal is to paint a detailed portrait of an individual to determine the fit between the candidate and a given job within the organization.

Note: It is important to understand that we are not the final employment decision makers. We do not make any estimate of an individual’s functional skills or expertise or product knowledge. Our clients alone decide whom to hire or promote, or what job changes, if any, should be implemented.

How do we get started?

We start with an interview. Clearly understanding what our clients’ objectives are allows us to customize a strategy unique to their needs, their culture and their budget. Our objective is to tailor the assessment(s) to the complexity and demands of the position. For larger roles we may suggest a battery of assessments to supplement the 16PF with other methods.

Reports
We help you select which assessment(s) and report(s) will do the best job to link the data to the role and aid in making sound hiring, promotion or developmental decisions. All reports provide information about strengths and weaknesses in a language relevant to the situation and positions.

Once the parameters have been established our customer service staff trains your staff how to administer the process to deliver timely results.

How do I prepare my candidate?

Personality questionnaires represent a kind of self-presentation no different from that of a conversation or an interview. It is important to set a tone that will establish a positive mindset. It is important to let your candidate know that the results of the assessment are considered along with all the other qualifications. This will help them to relax, be comfortable and have a good frame of mind so the results reveal an accurate self-portrayal.

Do job candidates or employees receive copies of their reports?
The report is the property of our client, the organization commissioning the assessment. Our selection reports are written in very direct language and are not intended to be shared with the candidate. This information should be treated in the strictest confidence and handled appropriately on a need to know basis with hiring managers.

Our onboarding report is a short synopsis to open dialogue with personnel about how they reported themselves and help them gain some self-insight into their strengths and possible gaps. Likewise our development reports are designed to share with and develop employees. They are written with an approach that encourages self-insight and self- development with guidelines to undertake a self-directed action plan for personal and professional development.

What support is available?

You don’t have to be an expert to interpret the 16PF or any of the assessments or reports we provide. The various reports take the burden out of interpretation. Reports come with an easy to follow User’s Manuals to help with interpretation. Basic training and advanced training are available to help you get the most benefit from the information in the report. Your managers will quickly pick up the concepts and understand how to use the information in the reports to help them select and manage their people.

The Executive Group consultants are available by appointment to discuss the reports, provide insight into analysis of the assessment and discuss our recommendations.

Chalk Talk, one of the publications offered on our website is a good resource for interpretation. Each article focuses on one specific factor of the 16PF and how it affects performance.

Our customer service staff is available to answer your technical questions and help troubleshoot should the need arise during our regular business hours. We also offer orientation and virtual tour of the assessment site for those new to the process.