Job Matching Overview

The science behind behavioral tools was perfected almost a hundred years ago, but it is only with the advent of the Internet that they have become more accessible and, therefore, much easier to use.

Until that development, managers wanting to use behavioral assessment tools to make their organizations more effective had to use consultants to debrief the reports on individuals within their company. Now it is as simple as giving out a URL and getting back a comprehensive report that doesn’t need a consulting fee to understand.

Edge Initiatives offers The Hiring Edge, a suite of behavioral assessment tools that can be taken quickly and effectively on-line. These assessments include three instruments that allow managers to understand more clearly: 

  • The styles that dictate the way people behave (DISC
  • The underlying values that drive behaviors (Workplace Motivators)
  • The individual potential for workplace performance (Personal Talent Skills Inventory)  

attributesOnce people understand the way in which people like to behave, it makes effective communication considerably easier; comprehending the different value drivers makes the differences between people within the workforce much easier to understand and manage. In many ways the most powerful of all is the understanding of the individual potential for workplace performance, and managers use this instrument to evaluate potential and coach performance improvements.
 

 

The Job Benchmark allows managers to identify the behaviors, talents and individual potential needed to be successful in a particular job. By using this instrument, it makes it possible to identify the candidates that will best fit the job for which they are being interviewed. While behavioral assessments should only account for 30% of the hiring decision, the job benchmark takes much of the guesswork out of the hiring decision.

As well as hiring, these tools can be used in managing, teambuilding or improving sales performance. Whatever the activity, those who understand the behaviors of the people with whom they interact and the best way to communicate with them will become more effective and more successful.

The Four Critical Steps to Hiring

  • Establish the Profile

    Make sure that you know what talent you are trying to hire. Start from scratch and take time to define the job rather than rushing and simply rehiring the person that you are replacing.    

    The Time Edge

     

     

  • Develop the Process

    Successful hiring depends on having real choices. Write advertisements that will attract a large pool of candidates and have a process so that heavy response levels don’t stretch your resources    .

    The Time Edge

  • Grade Candidates

    You can’t afford to rush the selection process. You need to have an effective screening process and evaluate candidate skills carefully in relation to the job profile you established.

    Edge Business Essentials

  • Evaluate and Execute

    It is essential to have a robust interviewing process. You need to have candidates interviewed thoroughly and then check references and do background checks.

    The Alternative Board