Integrated Report that measures Behaviors (How we communicate), Driving Forces (Why we get out of bed), and Emotional Quotient; Self-awareness, Self-regulation, Motivation, Social Awareness, and Social Regulation.
In the workplace, skills assessments have numerous uses. Here are just a few examples of where you might see them:
Are you curious how skill tests are incorporated into the recruitment process? Assessments provide employers with valuable insights into potential employees. This often involves benchmarking, where employers create the ideal candidate profile and then evaluate candidates' assessment results against that profile.
This process helps employers understand the skills, emotional and social intelligence, temperament, and motivation of job candidates. For instance, if a position requires a lot of research, fact-checking, and slow but steady progress, someone who prefers a faster pace and more direct behavior may not be a good fit. Benchmarking helps prevent bad hires and is achieved through job candidate assessments.
Employee engagement is critical to organizational success. If your team is not invested in their work and achieving the best possible results, productivity and company culture can suffer. Show your team that you are invested in their development with skills assessments for career growth!
These tools help identify areas for skill improvement and highlight employees' best qualities. When employees receive tangible investments in their well-being and professional growth, they are likely to return and exceed that investment with hard work.
The world of work is rapidly evolving, and sometimes this means that a position evolves beyond the employee currently filling it. Don't worry! Skills assessments can help you retain current employees while figuring out how to develop them for success. Job benchmarks can be used to identify the ideal candidate. Measure the current employee's results against this benchmark to determine precisely where to start developing their talents.
During this process, it's important to make it clear to your employee that they are not being fired! The skill assessment process is often associated with hiring and firing, so it's best to explain upfront that it's for their benefit and development.
The DISC assessment is a powerful tool that gauges an individual's behavioral traits based on four distinct factors: Dominance, Influence, Steadiness, and Compliance. In simpler terms, it measures how a person performs certain actions.
By using the DISC model, one can easily observe behavior and gain insight into improving communication, engagement, and self-development. The DISC profile provides a unique language to help understand individual behavior and uncovers a person's unique behavioral makeup.
Taking the DISC assessment offers numerous benefits, including reducing conflict, increasing productivity and engagement, improving communication, maximizing strengths, and developing self-awareness.
Ultimately, the DISC model is a powerful way to unlock the "why" behind our actions by providing insight into the "how" of our behavior.
The 12 Driving Forces assessment is a powerful tool that measures the underlying reasons behind a person's actions and motivations. It provides valuable insight into what drives individuals, by assessing six different motivators - Knowledge, Utility, Surroundings, Others, Power, and Methodologies - each of which is measured in two distinct ways. These twelve driving forces together make up a person's cluster of Driving Forces.
By utilizing the 12 Driving Forces assessment, organizations can gain a deeper understanding of their team's motivations and passions, and how they can be used to improve personal development, performance, career motivation, strategic planning, hiring, coaching, and advancement. Whether you are an entry-level employee or an executive, this assessment can be valuable at every level of your organization.
Understanding the driving forces behind your team's behavior can help your organization achieve greater productivity and development. By taking the 12 Driving Forces assessment, you can unlock the potential of your team and help them achieve their full potential.
The EQ assessment is a valuable tool for measuring an individual's emotional quotient (EQ) by utilizing five different factors; self-awareness, self-regulation, motivation, social awareness, and social regulation. Emotional intelligence involves the ability to recognize, comprehend, and appropriately utilize emotions to enhance collaboration and productivity.
Incorporating the EQ assessment into your organization can be pivotal in helping your team uncover opportunities for self-improvement and development. This assessment can be especially useful for:
Overall, the EQ assessment can help individuals and organizations gain valuable insights into emotional intelligence, leading to improved collaboration, performance, and success.
Enhance Employee Retention
Boost communication and comprehension within your team with assessments, leading to improved job satisfaction and retention rates.
Elevate Hiring Accuracy
Employ data obtained through benchmarking to find the most suitable candidate for each position and increase hiring accuracy.
Foster Productivity
Assessments enable teams to communicate more effectively, reduce misunderstandings and conflicts, and ultimately enhance productivity.
Promote Workplace Engagement
Investing in your team and comprehending their strengths and limitations can lead to higher engagement and motivation in the workplace.
Alleviate Harmful Stress
Stress can negatively impact physical and mental health, as well as engagement and productivity. With increased self-awareness and understanding of others, conflicts can be prevented before they arise.
Now that you have a comprehensive understanding of assessments and their applications in the workplace, let's start at the beginning of the process and explore how assessments can be used in the hiring process.
When hiring, it's important to look for the following characteristics:
Job-relevant skills and experience: Look for candidates who have the necessary skills and experience to perform the job effectively. This can be determined through their resume, work samples, or assessments.
Cultural fit: Consider the company's values and culture, and look for candidates who align with them. This can help ensure a positive work environment and reduce turnover.
Personality and behavior: Assess the candidate's personality traits and behavior to determine if they will work well with the team and customers. This can be done through interviews, reference checks, and assessments.
Motivation and work ethic: Look for candidates who are motivated and have a strong work ethic. This can be determined by asking behavioral questions and looking at their past work history.
Communication skills: Effective communication is essential in any role. Look for candidates who have strong verbal and written communication skills, and who can communicate effectively with team members and customers.
By assessing these characteristics during the hiring process, you can increase your chances of hiring the right candidate for the job.
When selecting a candidate for a job, it's important to consider a variety of factors. Here are some key characteristics to look for:
Behavior: Consider how the candidate's natural personality aligns with the demands of the job. Look at how they act in a work environment and on a day-to-day basis.
Motivation: Assess the candidate's personal drive and what motivates them to perform at their best. Consider how their motivations align with the input and output of their new role.
Emotional Intelligence: Look for candidates who are self-aware, socially aware, and have a growth mindset. Consider how they handle high-pressure situations and take constructive criticism.
Competencies in Work Skills: Evaluate the candidate's current abilities and how they stack up against the skills required for the position. Look for strong leadership, communication, and conflict-resolution skills.
Personal Values: Consider whether the candidate's beliefs align with the company's culture and values. This is important for building a strong team dynamic and company culture.
Assessments can provide valuable insights into each of these characteristics, helping you make more informed hiring decisions. By understanding the demands of the position and your own priorities as a team, you can develop more comprehensive selection criteria and increase the likelihood of selecting the best candidate for the job.
In today's work environment, having a positive organizational culture is crucial for attracting and retaining top talent. While the phrase "company culture" has become a buzzword, creating and maintaining a positive culture requires a deliberate effort.
Establishing a positive organizational culture means identifying the values and beliefs that guide the behavior of employees and the company as a whole. It means creating an environment that fosters collaboration, creativity, and a sense of purpose among team members. It requires leadership commitment and a willingness to adapt to changing needs and employee feedback.
Assessments play an important role in creating and maintaining a positive organizational culture. By using assessments to measure employees' skills, behaviors, and values, organizations can identify strengths and areas for improvement. This information can then be used to tailor training programs and development plans, foster open communication and feedback, and create a culture of continuous learning.
In short, creating and maintaining a positive organizational culture is essential to the success of any business. By using assessments as part of your culture-building strategy, you can ensure that your organization is attracting and retaining top talent, fostering innovation and creativity, and achieving its goals.
Company culture affects everything about the employee experience and can make or break the levels of stress workers feel. Research shows that stress and anxiety affect workers’ productivity and coworker relations more than anything else, and 83% of US workers suffered from work-related stress in 2019. Clearly, something isn’t working.
Why are so many employees still looking for a positive work culture? It simply means that many organizations are missing the mark. They’re either ignoring culture in favor of extending resources into profit, rather than people, or they’re not understanding exactly how to create a positive team culture.
You can’t just throw flashy benefits like unlimited PTO or remote work options at your team and call it good company culture (especially since many teams are fully embracing remote work as the norm, not the exception to the rule.)
