Taleo Business Edition Training

August 7,2009

Talent Selection. People Development

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About Assess Systems

Innovative Software and I/O psychology consulting firm

Focused on Talent Selection and People Development

Over 25 years experience

Over 2000 clients—Millions assessed

Small-Medium Businesses and Fortune 1000 clients across all industries

Assessment solutions delivered in 42 countries in 16 languages

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Our Solutions

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Talent Selection People Development

Built from a Clear Definition of Success…..Streamlined with Technology

Professional & Leadership Development

360 Feedback

Executive Coaching

Succession Planning

Performance Management

Executive Assessment

Competency Modeling

Competency-Based Professional & Managerial Assessments

Hourly Pre-employment Testing

Interview Guides

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Representative Clients

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Business Issues We Help Solve

Increase Quality of Hire and Retention of Employees• Identify factors that distinguish success

• Implement assessment and behavioral interviews targeted to the job role

• Identify candidates with high probability of success

• Identify fit with company’s culture and role

Improve Hiring Manager Efficiency• Target high potential candidates first

• Conduct high quality interviews using assessment results and interview guides

• Make better informed hiring decisions

Increase Performance and Engagement of Employees• Assessment solutions (personality and 360) for development and succession planning

• Identify those with highest potential for leadership

• Focus developmental efforts on right areas needed for business5

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Selection Solutions An Integrated Selection Process

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Goal: Increase quality of hire and decrease time to hire.

On-boarding

Hiring Decision

Behavioral Interview

Assessment

Application & Pre-Screen

Realistic Job Preview

Recruitment Message

Harvard Business Review study concluded that job match is the single, most important component of job success.

Each voice in the selection process should evaluate the candidate’s “fit” with the job.

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The What, How, & Why of Talent

What are the desired outcomes for this role?

• Productivity/Financial

• People

• Customer

• Process

How do you achieve these results?

• Define the behaviors and competencies that lead to success in your environment

Why are some people more successful than others?

• Possess the right combination of innate and learned capabilities for the role

Our assessment focus is on innate capability

• Stable over time; difficult to train or change

• Personality: strong determinant of success7

How

Why

What

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Assessment Solutions

Select• Entry-level roles

• Industry specific (call center, retail, banking)

Assess• Professionals & Managers

• Selection & Development components

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Select Surveys for:Administrative Support

BankingCall Centers

Convenience StoresCustomer Service

RetailHealthcareHospitality

Leasing AgentsProduction & Distribution

Select for Entry-level, Hourly Positions

Pre-employment assessments validated for specific

jobs

• Work-related Personality

• Integrity/ Work Ethic / Conscientiousness

• Counter-Productive Behavior (optional)

• Job Willingness (optional)

Applicant completes the survey in 15-20 minutes

• Multi-language capability

Results are immediately available

2000 web launch; 1500+ client companies; available in 7 languages

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Assessment ResultsRetail Sales Associate Example Report

Overall indices with screening recommendations to enhance quality of hire

• Rule of thumb is to “Avoid the Avoids”

• Will screen out approximately 20% of candidates depending upon survey

Performance Subscales• Characteristics predictive of

success based on criterion-validation studies

• Use interview guide to further understand the candidate’s strengths and potential weaknesses

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Assessment ResultsRetail Sales Associate Example Report

Dynamic Interview Guide

• A behavioral interview protocol specific to

the role

• Candidate specific interview probes based

on assessment results

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Our Validation ResultsRetail Sales Associates

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Our Validation Results Longitudinal Look at Retail Sales Associates

Month after month, those who had the right talent for retail sales (shown in green) outperformed those who lacked the “right stuff” (shown in red)

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Assess for Professionals and Managers

A web-based talent assessment that provides in-depth assessment for candidate selection

Developed by organizational psychologists and written in business language

Reports incorporate work-related personality measurement, competency-based feedback and behavioral interviews to evaluate candidates

Profile Assessment enables an organization to quickly measure potential, so they bring efficiency to today’s large applicant volumes and urgent hiring needs

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Objective of Profile Assessments

The assessment assists Hiring Managers to answer these key questions:

• Apart from skills and knowledge, what is this candidate

really like?

• How does the candidate fit with the position

(competencies) and the organization?

• How does this person compare to others assessed and

being considered for the position?

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Assess Reports - Graphic Profile

Measures 23 work-related personality characteristics

Displays candidate’s scores on each personality scale compared to the Assess norm database

• 50,000+ respondents

• Each box represents a decile

Quickly see where the candidate “stands out” from the norm

No good or bad result, depends upon the competencies needed for the job

• 5 pre-packaged competency models as part of TBE

Personality Graphic Profile

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General Competency Models

Executive Manager Supervisor Sales Manager Sales Professional Professional/ Individual Contributor

Visioning Decisive Judgment Decisive Judgment Decisive Judgment Decisive Judgment Decisive Judgment

In-Depth Problem Solving

Championing Change

Adapting to Change Driving for Results Planning and Organizing

Adapting to Change

Championing Change Planning and Organizing

Planning and Organizing

Customer Focus Delivering Results Planning and Organizing

Driving for Results Driving for Results Driving for Results Resilience Customer Service Delivering Results

Influencing and Persuading

Managing Others Managing Others Persuading to Buy Resilience Resilience

Managing Others Coaching and Developing Others

Coaching and Developing Others

Managing Others Persuading to Buy Teamwork and Collaboration

Organizational Savvy Relationship Management

Motivating Others Motivating Others Relationship Management

Interpersonal Communication

Negotiation Negotiation

Business Acumen* Business Acumen* Functional Acumen* Presentation Skills* Functional Acumen*

Functional Acumen*

Integrity* Integrity* Integrity* Presentation Skills*

Integrity*

Courage of Convictions*

Written Communication*

Presentation Skills*

Continuous Learning*

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Assess Profile Match Summary

Assess Profile Match

Indicates candidate’s match to each competency

Competencies with (*) indicate not measured by personality

In this example, the candidate’s personality will help him/her display good Decisive Judgment, and Relationship Management

However, his/her personality may hinder performance of Managing Others

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Personality Feedback

Personality Feedback

Represents characteristics desirable and undesirable ranges for each competency

Identifies how candidate’s personality may help or hinder performance

Candidate’s scores on Realistic Thinking and Multi-Tasking helps him/her to Plan & Organize well. These scores do not fall within the desired range

Scores on Structured Thinking and Work Organization Hinder his/her Planning & Organizing. These scores fall within the desired range

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Behavioral Interview Guide

Behavioral Interview

Behavior-based Interview Guide provide questions for each competency.

Conduct Interview or Forward to Hiring Manager

Standard questions for Competency are listed first

Follow-up questions based on candidate’s personality results for Competency

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On-boarding Suggestions

Guidance for the hiring manager

Identifies areas of performance needs and what competencies impacted by personality

Provides management guidance to help on-board new hire

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Decision Matrix

Decision Matrix

Recruiter or Hiring Manager can use matrix to document overall evaluation of candidate at the end of the selection process to help make the decision.

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Assessment for Selection in TBE

Login to TBE Account

Create/Edit Requisition and Assign Assessment ID

Choose Candidate(S) to Invite to Take Assessment

Send Email Using Email Template (edit as needed)

Review Status of Candidates (In Progress or Complete)

Review Assessment Report to determine fit with role

Conduct Interview or Forward to Hiring Manager

Provide Feedback to Hiring Manager

Candidate Receives Email

Candidate follows link to complete survey

Status Posts in TBE

Demo

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Assessment for Selection in TBE

Assessment results integrated into TBE Candidate Display (note Assessment Status incorporated into view)

Demo

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Our Value Proposition

Active involvement of I/O Psychologists with extensive experience across industries including hospitality,

retail, manufacturing, call centers, insurance, financial, etc.

Well-developed, validated assessments with cross-cultural, multi-language capability

Assessments tailored for specific job roles

• Criterion-based validation

• Adheres to APA Uniform Guidelines on testing

• ADA, EEOC compliant

Innovative, flexible solutions with exemplary service and support to our clients

Easy to implement within TBE

Integrity in everything we do

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