Assessment Services
POSITION PROFILING & EMPLOYMENT TOOLS DEVELOPMENT
Placing the right people in the right jobs happens when companies clearly define competencies and expectations for specific key positions; effectively managing employment risks. People in key positions drive results. Selecting, developing and retaining such highly talented employees begins with:
- Position Profiling & Employment Tools Development
Through consultation with Subject Matter Experts (SMEs) and completion of questionnaires, specific positions are profiled as to –
1. Work activity and responsibilities
2. Person attributes and competencies
3. Team, leadership, and subordinate roles and characteristics
Based on the results from position profiling the following employment tools are developed:
1. Job description
2. Interview questions and pre-employment and/or promotion testing protocols
3. Performance appraisal format
4. Developmental planning format
EMPLOYEE SELECTION
Through on-line assessment and interviewing, companies are helped with the very challenging job of hiring and promoting high potential employees. Employee Selection protocols are designed to be reliable, valid and cost effective.
- Employee Selection
Based on the results from position profiling, internal or external candidates for specific positions are interviewed and tested to determine “fit” between person and position, team, and company culture. A written summary report is produced that includes an –
1. Overview of the candidate’s performance
2. Identification of potential strengths and limitations
3. Recommendations and developmental suggestions
Reports can be used by the company to help make final employee selection decisions.
EXECUTIVE & KEY EMPLOYEE ASSESSMENT
Consider the following employee situations you may have encountered:
1. You think an employee has talent to spare. He has emerged as a leader, manager and/or salesperson with high potential. Planning for the long-term, you begin thinking about retaining the employee, with advancement top of mind. You ask yourself if the skills and capabilities needed for this employee to succeed will develop naturally, but you also worry about losing this highly talented rising star to your competition.
2. You've already invested in this key employee based on a strong education or career background and performance capabilities uncovered in a pre-employment interview. Currently, she is not performing up to her considerable potential. Despite your best efforts to help her improve, you're not seeing a difference in the bottom line. Your choice seems to be cutting your losses or giving her more time.
3. The employee has performed well in the past and has hit some "home runs" but has of late wandered off-track. You and your team speculate about the causes of the derailment. Ego and legal reasons keep you from confronting the individual, and you are tempted to just let nature take its course and hope for the best.
An Executive & Key Employee Assessment provides an alternative in situations involving high potential, underperforming, or derailed employees. Following initial consultation with the hiring manager, supervisor and/or other referring individuals to identify specific objectives, HCC will conduct an -
- Executive & Key Employee Assessment
Interviewing and testing that addresses –
1. Objectivity with self-assessment
2. Interpersonal style
3. Cognitive skills
4. Work interests/anchors
5. Motivation, drive, and energy
PLUS, additional evaluation occurs in the following areas depending on the person and position(s) being considered:
1. Leadership effectiveness
2. Sales performance and/or management effectiveness
3. Client relationship management and sales effectiveness.
A written Executive & Key Employee Assessment report is produced that includes –
1. An overview of the individual’s interviewing and testing performance
2. Potential for the position or career path being considered
3. Identification of specific strengths and limitations
4. Recommendations relative to developmental planning or other pre-assessment questions
Additional Consultation and Feedback services are provided as agreed upon with the referring party.
CAREER ASSESSMENT
1. Are you looking for more satisfying work within your company?
2. Are you considering taking a new direction in your career and exploring other options?
3. Did the job for which you trained just not work out?
4. Was your job outsourced, redesigned or eliminated?
5. Are you stressed or unhappy at work?
6. Have you been out of the workforce and now want to return?
7. Are you planning for retirement and looking for meaningful things to do with the rest of your life?
8. What do you really want to do?
9. What kind of work suits you best?
10. Are you underemployed?
Most people are in their jobs or line of work by chance or because of fortuitous circumstances. Why not, at this point in your life, take the time to reconsider what types of work really interest you, to understand your most powerful drives and motivations, and to identify your best talents. Consider:
Interests + Drives/Motivations + Talents
Properly aligned with work and personal activities =
Increased Life Satisfaction
HCC Consultants are prepared to help individuals with their career planning and management needs at the following critical life points: High School, College, MBA/Graduate School, Mid-Life/Re-direction, Return to Work, and Retirement.
-
Career Assessment
Interviewing and testing that addresses –
1. Career-relevant history, skills and abilities
2. Work, career and vocational interests
3. Motivational factors
4. Work personality characteristics
A written Career Assessment report is produced that includes an overview of the individual’s interviewing and testing performance to assist with decisions and transitions associated with career and/or educational planning. Following the Career Assessment and feedback, additional services are available to assist with career exploration, decision-making, and action planning.
