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The
Whole Person Approach
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| CriteriaOne™
is your most reliable and predictable solution to hiring the
right people, building the best teams, and keeping your top
talent motivated. CriteriaOne
was developed by Ira
S. Wolfe and based on the Whole Person Approach
to assessing employees recommended by the U.S. Department of
Labor. |
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CriteriaOne
converts the normally "nice-to-know but what do I do with
it" side of personality testing into desirable results
such as higher revenues, increased productivity, lower turnover,
more retention, and even fewer mistakes and accidents. By incorporating
1st through 6th generation
behavioral and personality tools with traditional employee assessments
such as behavioral interviewing, reference and background checks,
and other tests, CriteriaOne provides a
valid and predictable blueprint for productive, safe and motivated
workers. |
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| By
following the CriteriaOne process, human resource and hiring
managers can also safely comply with hiring and employment guidelines
while predictably identifying candidates and employees who have
the right competencies (what skills employees need to know),
proficiency (how well employees can apply what they know), and
motivation (will employees apply what they know) for any job. |
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| CriteriaOne
is the valid, practical and cost-effective turn-key recruitment,
selection and retention solutions for business and organizations
of all sizes. |
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| CriteriaOne:
What, Why, How...? |
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| What
is CriteriaOne |
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| CriteriaOne™
is a blueprint for recognizing talent and maximizing the potential
and success of every employee from the first interview to his
or her development and succession. CriteriaOne™ aligns
the people with the right skills and motivations to the jobs
in your organization that are required to achieve company-specific
business objectives . |
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| How
does CriteriaOne™ work? |
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CriteriaOne™
is a closed loop system that assists organizations in evaluating
the hard and soft skills, attitudes, general abilities, motivations,
and personalities required for optimum performance. The results
help managers make better decisions by accurately predicting
what bottom-line results will happen with existing employees,
with candidates under consideration for hiring and employees
selected for promotion. |
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| Aside
from all the press, is talent management a sound strategy or
just a fad? |
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Your
competition might advise you to take a wait-and-see approach
but our leading industry clients continue to confirm the fact
that aligning the right people in the right jobs leads to increased
productivity, top line growth and lower costs. In other words,
organizations that continue to
waste precious management time and expensive training on misaligned
personnel will very likely disappear or become secondary players
in their market. |
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| How
does your organization know if you need CriteriaOne™? |
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| If
your strategic leadership, executive and management teams are
asking questions such as, "How can we increase top line
growth with less resources", " How can we better manage
our turnover and lower our people costs?" or " Can
our current knowledge and skill base keep us growing and profitable?",
then your answer is YES. CriteriaOne™ removes the guesswork.
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What
differentiates CriteriaOne™ from
other similar services? |
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| Our
utilization of multiple assessment instruments and our expertise
at "bouncing" the results from one personality scale
against another to get an accurate, fair and predictive picture
of an individual. Our process helps organizations identify what
information they need to know about their employees and job
candidates, what information they can't ignore, and clearly
removes the information that may be interesting but is based
only on nice-to-know-but-not-important information.
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| What
specific information can CriteriaOne™ give me that others
providers can't? |
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Great
question. We focus our evaluations about candidates and employees
to three areas: do they have the ability (competency), how well
will they do the job (proficiency), and will they do it for
you (motivation)? What effect will an individual's personality
have on his/her ability to perform for you? For example, CriteriaOne™
differentiates between arrogance and ego, humility and timidity,
situation
fixing and problem solving, implementing and visioning, and
the ability to make effective, calculated decisions with speed
and accuracy….and if they will take the risk. |
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| How
does CriteriaOne™ acquire this information? |
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Information
about the job is acquired from a a 3-Step job audit called ACT
and the job description. Information about what differentiates
top performers from average performers or high turnover employers
from long tenure employees is acquired by using a package of
performance assessments.
These assessments are carefully selected to evaluate the nuances
of key positions and the organizational culture. |
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| Are
the assessments based on a comprehensive theory of personality? |
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Many
tests being advertised for employee selection and development
are too narrowly focused or not designed to measure work-related
characteristics of people. Personality instruments must be designed
to measure normal personality. Even though using a test to measure
abnormal behavior may
seem like a desirable advantage, using such an assessment is
very risky legally and ethically. |
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| What
does ACT stand for? |
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A
= Activities that must be completed effectively and on time
by an employee
C = Competencies that a candidate or employee
must have to do the job well
T = Tools and techniques that can quickly,
accurately and cost-effectively predict the potential or ability
of a candidate or employee to do a job. |
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| Why
not just improve the interview process instead of using tests? |
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| Research
has shown time and again that the interview alone is predictive
of success on the job in less than 2 out of every 10 placements.
The interview is also inherently biased by personal preferences.
This inaccuracy is even worsened further when managers untrained
in the art of interviewing are given the task of selecting and
promoting employees. |
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| If
tests are used, do they replace the interview? |
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Definitely
not. CriteriaOne™ embraces the "whole person approach"
for selection and promotion recommended by the Department of
Labor. The "whole person approach" encourages managers
to factor in the results of a variety of accepted tests along
with prior actual performance and interview
results, to get the most complete picture of an employee or
candidate. The testing recommended as a result of the CriteriaOne™
process can be used to sift through and identify the most qualified
candidates as well as create a series of carefully crafted behavioral
and situational-based questions to be used during the interview.
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| But
isn't testing employees considered risky in today's litigious
environment? |
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To
the contrary. In fact, according to the Uniform Guidelines on
Employee Selection Procedures, any inventory or procedure utilized
for selecting or promoting an employee is considered a test.
Much to the surprise of many managers, including human resource
professionals, the interview must meet the same validity and
reliability standards as personality tests, ability tests, and
even background checks
and resume evaluations. |
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| What
is an accepted test? |
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A
test is deemed acceptable if it meets three basic criteria.
First, the test itself must be validated - that is, the test
is examining what it says it is. Secondly, the test must be
reliable - meaning the results must be consistently repeatable.
Reliability is a huge problem with the interview. How common
is it for two interviewers to get different responses to the
same questions depending on the
interviewer's ability to both probe and interpret the responses
or the effect of the setting in which the
interview is given? Finally, the test must be job relevant and
job specific. The testing we use for selection, promotion and
succession purposes has extensive validity and research, is
legally defensible and complies with the guidelines of the ADA
and EEOC. |
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| How
do you choose the right tests? |
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| There
are literally thousands of tests available. Selecting the right
one is critical and is only the first step. The test is just
the vehicle used in order to get the desired information. Interpreting
the results in a meaningful and appropriate way requires an
understanding of the specific requirements of the job. In addition,
the ability to "bounce" the results from one assessment
against another, and to weight, confirm, and balance the information
in a fair and objective evaluation is crucial. Select an employment
testing expert like Success Performance Solutions who has the
expertise to help you design personnel assessment programs that
are effective and comply with relevant laws. |
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What specific gains can a company expect from using CriteriaOne™?
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| Job
matching, will significantly improve sales productivity by shortening
revenue ramp up time for new hires and promotions. CriteriaOne™,
has been proven to reduce churn (tenures less than 14 months)
in high turnover industries by 50 percent and in low turnover
industries by 75 percent. In addition, job matching improves
safety, morale and quality, and extends the tenure of top performers.
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| Does
the assessment consider the effect of the organizational culture? |
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Be
wary of generic profiles, those that purport to predict the
ability to predict job success without consideration of the
work environment. A person's behavior is not only a function
of their personality but also of their environment. The success
of top performers varies depending on the company culture, type
of customers, type of transactions (product vs. service), corporate
strategy, sales approach
and philosophy and more. |
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| Can
CriteriaOne™ be used at all levels of the organization? |
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| The
benefits of CriteriaOne™ will be reaped at all levels
of the organization - from entry-level to leadership positions.
Most organizations, however, have discovered that the greatest
returns in the least time will occur when the focus is on supervisory
and higher levels of management and all levels of sales. |
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| In
other words, we do everything possible to match the pursuit
of competence, proficiency and motivation with our client's
existing performance management process. From selection to development
and promotion, we help organizations like yours tap the potential
for top line growth and reduce your people costs associated
with poor selection, sub-par performance and turnover. |
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