Using Assessments For Business Results! Facilitated By: Ron Bower President, Brickpath Group, LLC April 16, 2015

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1 Using Assessments For Business Results! Facilitated By: Ron Bower President, Brickpath Group, LLC April 16, 2015

2 Background Corporate user Corporate decision maker Consultant on selection Assessment provider Completed 360 s Executive Coach HR Coach Current user

3 Topic Overview Incorporating into culture Selecting a vendor(s) Types of assessments Case studies Random thoughts Your Priorities?

4 30% of failed hires are due to unclear performance objectives. -- Robert Half Survey

5 80% of turnover is due to bad hiring decisions -- Harvard Business Review

6 Cost of a poor hiring decision 30% -- U.S. Department of Labor

7 First Things First Strategy Clearly defined culture Clearly defined roles Clearly defined objectives Employment brand Pipeline of talent Candidate experience Interviewing skills

8 Reasons For Not Testing? Cost Fear of legal action Lack of knowledge Decision making works Coaching works Complicated to select right vendor(s)

9 Reasons For Testing $ savings in selection Cost of wrong decision Assessing traits that can t be trained Consistency High volume Reduce turnover

10 Integration Business strategy Talent management strategy Consistently align with: Selection Onboarding Personal development Team development Employee engagement Performance reviews Succession Planning

11 Interviews: The First Assessment

12 Types Of Assessments Home Grown Off the Shelf Customized

13 What To Look For In A Vendor Established Metrics driven Flexible Technology based Properly staffed ROI focused

14 Refresh: Psychology 101 Reliability: Consistency of test results Validity: accuracy of tests in predicting performance, behavior, etc.

15 Questions To Ask The Vendor What does the test measure? What does it not measure? Research/process to develop? Experience/education that qualifies you to develop? Evidence on reliability and validity of test?

16 Questions To Ask The Vendor Evidence about lack of bias or discrimination? # times assessment has been challenged by litigation? Lost Settled Interpretation support? Cost?

17 Questions to Ask Yourself Can we cost justify this specific assessment? What is the impact to the candidate experience? Where in the process will we use this? Are these people we want to work with?

18 Questions to Ask Yourself Will we use the assessment, and results, consistently? Have we improved everything else we can? What s our legal stand on use of assessments?

19 Pre-Employment Assessments Online Review and analysis by consultant/psychologist Executive assessment

20 Sales Skills Motivation Judgment Leadership Interpersonal Style Work Approach

21 Target Ranges Sample Leadership Index Dimensions LEADERSHIP INDEX Sample Hit 3 of 5 Target Ranges Low 1-34 Percentile Scores Average Decision-Making Strategic 23 Innovative 12 Decisive Participative 70 Influence Presence 5 Communicative 88 Persuasive 5 Motivating 27 Dominant 12 Cooperative 89 Versatile 95 Management Delegation 60 Structure Follow-Up 96 Coaching Driving Results 61 Compassion 97 High 66-99

22 Sample Interview Questions INTERVIEW QUESTIONS FOR JOHN SAMPLE COMPETENCY INDEX RESULTS Meeting commitments and achieving goals. 1. Give examples of work goals you have had and what you actually achieved. 2. How would you describe your results versus those of your co-workers? 3. What do you do when you think you may fail to meet a goal? Give an example. 4. Describe a situation when you went "above and beyond" expectations to reach a goal. SERVICE Listening to people and responding to their needs. 1. Please describe what providing service to others means to you. 2. Describe a work situation where you went the "extra mile" for someone. 3. Give an example of when you did not satisfy someone. What happened? 4. How do you balance getting your work done with attending to requests from others? FLEXIBILITY Adjusting to change and adapting to different circumstances. 1. How do you respond if you are asked to do something that you do not enjoy? 2. How do you react to handling new assignments? Give an example. 3. How do you handle a change in schedule that occurs at the last minute? Give an example. 4. What kind of pace or variety do you prefer at work?

26 Establishing An Effective Pre-Employment Program Identify jobs where testing might be helpful Clearly define job and organizational requirements Is test useful for evaluating your requirements Select or develop a test Validate Implement. Consistently! Train Evaluate Validate. Again.

27 Sample Leadership Development Report COMPETENCY INDEX Motivating Factors Service Ambition Improvement Loyalty Work Approach Results Initiative Quality Flexibility Interpersonal Attitude Assertiveness Composure Teamwork Communicative Versatile Decision-Making Integrity Resourceful Judgment EMOTIONAL INTELLIGENCE INDEX Awareness Factors Emotional Awareness Interpersonal Awareness Organizational Awareness Resilience Factors Optimism Confidence Personal Factors Even-Tempered Building Trust Proactive Goal-Driven Relationship Factors Empathy Inspiring Others Influencing People Leading Change Promoting Teamwork Developing Others Relating to Others LEADERSHIP INDEX Decision-Making Strategic Innovative Decisive Participative Influence Presence Communicative Persuasive Motivating Dominant Cooperative Versatile Management Delegation Structure Follow-Up Coaching Driving Results Compassion

28 Sample Developmental Suggestions The following behaviors were identified because your scores were relatively low or fell outside the ideal target ranges. You should use these suggestions as they are or as thought-starters for constructing personal action plans.