Have you encountered this scenario before?

Top candidate # 1 has an outstanding résumé, aces both interviews, and gets raving recommendations from previous employers. 4 weeks into the job and after the new hire honey-moon, he seems to have exactly the wrong skills and personality you were looking for. How could things go so wrong?

The fact is that interviews and résumés are only a small snapshot of a person. To really understand how a candidate will behave in the work place, you have to dig deeper. That’s where DISC behavioural style & work attitude (aka psychometric) assessments come in. They give you an objective look at your candidates and identify specific areas that may impede or enable their success in your company. Combining this data with your own evaluation of the candidate allows for a much more educated hiring decision. In fact, psychometric assessments have been shown to greatly reduce turnover.

3 Ways DISC Assessments Can Reduce Turnover:

(Know that 70% of hires that fail, fail for reasons of behavioural mis-match as opposed to knowledge/skills deficits)

1) Objective and measurable:  24 simple question that take a candidate 10 minutes to respond enable an evaluation report of the candidate in a hierarchy of work style categories to be compared to key success pre-hire benchmarks that you set

2) Address areas of concern:  With assessment report in hand you are able to generate a set of  specific/tailored interview questions that allow you to dig deeper into potential areas of concern. Know of potential problems BEFORE you hire rather than after.

3) Development Plan: You will have a good idea of how to best onboard this person – what areas to focus on in their training, how they learn best, and how they need to be managed in order to be the most successful. 

Sincerely,  

Chris Wilkinson.