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Coreskills: Details
on Management and Executive Selection
The First Step to Success:
Selecting Key Candidates
Predicting Future Performance With A Skills Based Approach To Selecting The Best -- We can help you be sure you have the right people in the right job.
It is clear! The most successful organizations, businesses, athletic teams, artistic groups, and governmental agencies agonize over selection. You can't afford to hire or promote a person who is not completely qualified. Our approach to assessment and testing is behavioral (an audition. It is not personality, psychological, nor gimmicky testing. (Have you seen the snack test? They claim your personality, as if that mattered, can be determined by whether you prefer cheese puffs, pretzels, or chips. Give me a break!)
Through a series of real-life job samples/simulations candidates are given an opportunity to demonstrate their ability in key skills. By combining an array of ability tests, leadership and communication behavioral evaluations, in-depth interviews by professional interviewers, multiple evaluators, and skills based methods of scoring we can assure accurate predictions of performance and potential. Our leadership and management assessments used before promotion or hiring lowers your risk and increases performance.
The Yager LTD Approach Is More Like An Audition Than A Simplistic Test
80% of a coach's success is in the selection of the team. As many as 2/3 of choices fail to measure up. This process will dramatically increase your success and guarantee your future. Despite the outrageous claims of many selection "test" publishers, none have been proven to predict success at a level much greater than random statistical predictions. Extensive research has shown that "charisma" wins hands down when it comes to selection. Unfortunately charisma has nothing to do with successful leadership--and may even be a handicap.Let us evaluate and assess your executive management and senior professional sales representatives. We can tell you, with uncanny levels of accuracy, how well your candidate will perform in your job. How well they will learn, lead, coach and work with others. Using our behavioral auditioning techniques...
we test;
we provide life like situations that elicit key skills and behaviors;
and we target interview.
we use multiple situations and multiple assessors to assure accuracy, absolute fairness, and a complete expert evaluation.
Why This Process Works For You
- You tell us what skills you need. (We help with our easy to use position evaluation tools.)
- You provide the screened candidates.
- We contact the candidate, set up the experience, provide prework, conduct the assessment, use a team of experts to evaluate the person's behaviors (eliminating any chance of bias or oversights).
- We provide a skill-by-skill report that can be shared with or given to a candidate so she or he knows exactly why a decision was made, and what or how to develop for future opportunities. No other evaluation method can do this!! This increases your candidate's belief in your fairness and thoroughness.
The assessment process we use is much more similar to an audition than it is to an interview or test. You would not hire a basketball player, or a musician, or a typist without an audition or tryout to see how they perform. Why would you even consider hiring an influential and costly manager who may determine your organization's future without the same care and attention. It would be ludicrous to even consider hiring a highly paid professional based on their responses in an interview, or on a simplistic test of some sort. Distinguishing Between Leaders and Liars: The Weakness of the Interview
Perhaps the reason reliance on the the interview process alone is so risky can be found in recent studies conducted at Columbia University and reported, among other places, on NBC News and ABC's 20/20. It was found in an extensive multi-year and very complex study that liars and leaders (at least the so-called "natural leaders") demonstrate identical interpersonal behaviors in an interview setting. It seems that although many good leaders present themselves very well in an interview - so do liars. The opposite is not true! Many extremely good leaders do not present themselves well in an interview. A fact that is not true for liars. So how do you tell the difference?
It is difficult, if not impossible for untrained interviewers to identify a person's ability or potential in an interview. Consider this well established fact as evidence. It has been found that the less competent a person is in fact, the more competent they believe they are (excepting those who have the lowest level of self confidence.) Notice the level of competence being revealed in the current quiz show talent show and "reality" show craze. Why do people who know so little put themselves in positions where they need to know alot? These people are also less able to recognize competence in others, preferring to believe, as David McClelland found in his studies, to assume other's successes are based on luck, chance, or relationships.
On the other hand, the more competent an individual is in fact, the less competent he or she feels, or acts. Humility and self deprecation replace arrogance. How can you tell the difference by the answers you get in an interview? The more experienced and competent a professional interviewer is, the more they come to realize how little they can determine about real ability, motivation, or potential in an interview alone. That is where we come in!
Actual observation of behavior is the difference...We do not simply ask a person to tell us how well s/he thinks s/he plans or thinks (or leads, or decides, or delegates, etc.). Nor do we ask how well they wish they could do these things. We observe and evaluate the candidates' ability to plan, to think, or to delegate in a realistic work setting. We can tell you exactly how well your candidate performs on up to 20 different critical dimensions/skills.
The Process for Evaluating and Assessing Sales/Selling ProfessionalsAnyone who has ever had to make a choice to hire or not to hire a sales or market specialist, knows how difficult this can be. The interview is the poorest and least predictable method of all. Testing alone, especially when limited to a single attitude or aptitude type of test, is equally problematic. Sales people are notoriously long on self promotion-but low on achievement and accomplishments. 10% of the nations sales people produce 90% of all sales.
Our assessment process is skills based. It is designed to tell you how well your candidate will do. We send prework
examinations and testing and then conduct an interview/audition on the
telephone that provides the critical information we need to tell you about
your candidate's motivation, attitude, readiness, commitment, competence,
and confidence. With uncanny accuracy this complex and multi-method
process will help you be sure that the person who begins contacting your
customers, and promoting your product or service will do it as you expect.
Your future depends on it!
A Comparison of the Predictability
of Various Selection/Assessment Tools Statistical Correlation Predicting
future performance
0.00 - Flip of a coin
0.17 - Interviewing alone (some studies have found
a negative correlation, i.e., random choice is more accurate)
0.26 - Personality testing alone
0.30 - After adding background checks
0.38 - Ability testing alone
0.54 - After adding personality testing
0.60 - After adding abilities testing
0.75 - Composite Behavioral Assessment interview +
testing + simulation/audition
(Put in terms this means
that, if you use an interview as your primary tool of selection, you can
be sure you have chosen the most qualified candidate no more than twice
in each group of ten candidates. Using our assessment process your chance
increases 400%- to nearly eight out of ten.)
Further, the closer the match between competence and
the demands or expectations of the job the lower the turnover. Some studies
have demonstrated a 50% reduction in turnover. Of course we cannot promise
such amazing results because the culture, the competitiveness of salary
and benefits, and the quality of the leadership team are inextricably
linked to employee satisfaction and retention.
To test/evaluate your next candidate, call today.
We will do all the rest at a price that will amaze you - especially when
compared to the cost of a mistake. Hundreds of thousands of dollars
is the typical cost for a senior management mistake. Can you afford this?
Too Many To Assess One-At-A-Time? Ask us how you can use The Assessment Center Method
Yager LTD is among the most experienced practitioners in the Assessment Center Process, we were pioneers in design, use, and application of the Assessment Center Method. The Assessment Center is most commonly used when a number of candidates are to be evaluated for a single level or position. We will be happy to provide details on the steps or the process used for the development and validation of an Assessment Center and for the training of assessors. We have implemented centers in a broad array of organizations including Ford, Chrysler, G.M., AT&T, IBM, IHC, McKesson, State of Michigan, McDonnell Douglas, Boise Cascade, State of Oregon, State of Wisconsin, and many others.
E-mail us at ed@yager.bizhosting.com or visit our other pages
When it comes to leadership,assessment, management
and organization development our experience is our greatest competitive
advantage!
For more information call (801)556-8727
Home
Who
Is Yager Leadership
Our Services
Our
Client List
More About Our Consulting Practice
Better Selection of Key Players- Choose
the Best
Building Stronger Teams At All Levels In The Organization, and Strategic Planning
Leaders, Leadership, and Leader Training; Coaching And Other Workshops
World Class Customer Service Systems And
Training
Articles and Quotes- Good Stuff for Free Downloads
Keypoint Workshops for Leaders
Request Our Services
Purchase "Making The Training Process Work" New Version of the
Classic!
Yager
Leadership and Team Development
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