Using A Predictive, Comprehensive and Authenticated Profile to make key People Decisions

SELECTION ~ DEVELOPMENT  ~  TEAM COMPOSITION  ~ COACHING ~  MANAGEMENT EFFECTIVENESS ~ SUCCESSION PLANNING

Assess Eligibility and Suitability and "Interview" Performance  vs Criteria for Role

Eligibility: Can they do the job?

  • Technical Job Skills

  • Cognitive capability

  • Education

  • Experiences…

Suitability - Will they do what it takes to be a high performer?

  • EI

  • Motivations

  • Preferences

  • Attitudes/Beliefs

  • Stress Mgt/Stressors…

Specific Job Behavioral
Suitability Report Example

Assess by looking at
ROLE/JOB/COMPETENCY Specific Factors

based on actual research studies done. Those in the same job for at least a year with a validated performance metric (which results in a probability that they will be a high performer in that job)

Essential Traits

(The more that you have, the better, the less , the worse) based on validated research.

Desirable/Threshold traits

(Do you have enough?)

Hindrance/Derailer Traits

Engagement Factors and to the right, how fulfilled one is in the job, on the factors that matter to THEM.

Natural Tendencies and how you Reconcile Dualities (AND how you deal with the STRESSORS in your job). Lays the data out relative to specific job performance data

Interview Guide- Behavioral
Interview questions to target
the traits key to the job…

Interview Performance