Actions| Job Modeling |
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| Product Manager | Tom Janz, PH.D |
| Product Demo | |
| Product Description |
What is it?
Job Modeling is the method of analysis by which staffing professionals define success for a particular job, and the personal characteristics that lead to success. It can be as simple as reviewing and confirming existing job descriptions, picking the personal characteristics associated with the duties listed or the performance outcomes expected. Job Modeling can include direct observation, interviews, focus groups, and online surveys collected from supervisors, incumbents, visionaries, and executives. The PeopleAssessments.com online Job Modeling tools synthesizes the data into a model of the successful performer, prioritizing which of our methods are best suited to predict candidate job performance. What does it do for employers? Job Modeling maximizes the relevance, speed, and predictive power of assessment solutions. Employers have several assessment types to choose from, and each assessment’s scoring method needs to be weighted based on a company’s culture, objectives, and the job competencies. Job Modeling makes this task as quick and efficient as possible. How well does it work? Research consistently finds higher predictive validity for assessment methods that begin with a careful job analysis or Job Modeling process. When properly implemented assessments can actually reduce the legal risk associated with hiring because they add an objective component to the process. What is better about our solution? Our Job Modeling is simple, easy, and cost-effective. Our four-level solution to Job Modeling enables companies to choose the level of effort required to produce a robust, defensible job model. Each level of Job Modeling offers increasingly levels of value and confirmation. |
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| Strengths Inventory |
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| Product Manager | Tom Janz, PH.D |
| Product Demo | |
| Product Description |
What is it?
The Strengths Inventory is a pre-employment tool that measures key leadership and management qualities. It assesses eight performance-based strengths important for technical, professional, and management success: Productive, Precise, Efficient, Convincing, Creative, Analytical, Valued Team Member, and Engaging Team Leader. What does it do for employers? Scores on the Strengths Inventory show the relative standing of the applicants' eight major strengths. These are not generic or academic personality characteristics, but are measures the most significant and powerful areas of job performance. They are directly related to successful behavior at work. How well does it work? High scorers generate more and higher-quality output, while using fewer resources. They solve more difficult problems with greater creativity, and tend to work more effectively both as team members and as leaders. All this means better advancement potential, deeper bench strength, faster learning curve, and stronger work unit productivity. What is better about our solution? The scales of the Strengths Inventory™ cover the vast majority of what predicts future performance value for professionals. It is a short, non-intrusive, and extremely fake-resistant test. Because the overall tone is positive, taking the test is a benign experience. Unlike many other less-valid tests for professionals, the Strengths Inventory™ takes less than 15 minutes to complete and elicits positive feelings from candidates. |
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| Behavioral Interview Online |
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| Product Manager | Tom Janz, PH.D |
| Product Demo | |
| Product Description |
What is it?
The Behavioral Interview Online method automates the collection of interview answers and the confirmation of those answers via credible previous supervisors or colleagues. Behavioral Interview Online handles three types of behavioral questions: [1] competency, [2] technical, and [3] achievement. The Behavioral Interview Online normally consists of three to six questions (across all question types). During the online interview process, Behavioral Interview Online first collects a brief statement of key results related to one of the experience categories. Next, candidates can opt to make their answer more compelling by making it confirmable. Candidates do this by providing the name, number, and email address for their most credible witness to their answers, giving BIO permission to send that person a confirmation request email. The last three steps in the question cycle have the candidate: [1] describe how they achieved the key result, [2] receive automated feedback that highlights where they may have gone off track, and [3] (optionally) edit their answer based on the feedback. Behavioral Interview Online answers are both auto scored and manually scored. The auto score is based on an algorithm that considers both candidate self-ratings and the ratings of the witness, if one is provided. The auto-score displays in the candidate’s Assessment Report. In addition to the Assessment Report, Behavioral Interview Online generates a Personalized Interview Kit that contains everything that has been collected online about the candidate, along with additional behavioral questions for the final round interviewers. What does it do for employers? The Behavioral Interview Online applies the widely recognized power of collecting behavioral answers further up the selection funnel than is feasible for on-site interviews or even telephone screening interviews. Behavioral Interview Online has interviewed thousands of candidates at all times of the day and night with no labor cost. For one major hiring initiative, Behavioral Interview Online interviewed over 30,000 candidates in under 90 days to fill 800 openings. Beyond that, it harnesses the power of credible witnesses to further leverage the value of behavioral answers, again at no labor cost. Behavioral Interview Online helps employers cut the costs and boost the accuracy of short-list screening decisions, allowing for shorter short lists. That means reduced travel and logistics costs for final decision interviews, now made with the benefit of a Personalized Interview Kit. How well does it work? Ratings made on behavioral interview answers are one of the best predictors of a candidate’s job performance. Over a dozen studies confirm the power of the information in past performance answers to predict future performance value. Reviews of published research finds behavioral interviewing almost as accurate as cognitive ability methods, 53% vs. 54%, (as measured by our Logic Inventory method), for predicting job performance. Research conducted on over 40,000 candidates consistently found Behavioral Interview Online to be rated as more thorough, less stressful, and 5-10X more likely to result in offer acceptance (compared to traditional screening methods). What is better about our solution? Behavioral Interview Online is the easiest, most consistent, and uniform process for obtaining past performance information on candidates to leverage the accuracy of shortlist screening decisions. Behavioral Interview Online is the only online interview to feature automated answer coaching, keeping candidate’s answer on track to describe specific past performance events. Only Behavioral Interview Online adds the richness of stories and witness confirmations to a candidate Personalized Interview Kit, enabling shorter, more positive, and more accurate final hiring decisions. Because Behavioral Interview Online collects confirmations of specific past performance, it can replace the less accurate but more expensive telephone reference checks. |
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| Employee Assessments |
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| Product Manager | Tom Janz, PH.D |
| Product Demo | |
| Product Description |
PeopleAssessments provides solutions that guide better decisions about talent for selection, development, and succession. Our tools give you the confidence to know your talent decisions are consistent and right.
Our assessments are based on industrial psychology best practices and are backed by results from over 140 million candidates and proven effective in over 240 validation studies. We tailor our assessments based on your job roles, business culture, and competitive strategies. Our scientists and consultants have been delivering strategic talent solutions with sustainable business impact for over 30 years. Do you want to know more about a system that is fast, efficient, and accurate at selecting top talent? Would an approach that goes beyond predicting potential to measuring past performance capture your interest? Can we take a few minutes to show you how our per-hire pricing increases your assessed selection ratio by an order of magnitude for the same cost? Contact us today for a free analysis of how a custom PeopleAssessment solution guarantees maximum business impact. |
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| Features |
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| Client Feedback | |
| When I think about this product I love | |
| When I think about this product I wish they would improve |
