Controlling Turnover and Addressing Disengagement with a Complete System

Turnover alone may be costing you millions, but what about the employees you still have? Is their disengagement costing you even more?

Fortunately, turnover and disengagement stem from job fit, and you can reduce costs associated with both by using a complete hiring system. With a process that looks at hiring from the very beginning to the very end, you can consider the job, the talent, professional development and performance management. However, with reduced budgets and overwhelming responses to job ads, many companies are finding themselves skipping a system all together. Unfortunately, a move like that doesn’t come without a hefty cost, as doing nothing to ensure job fit will cost you more than implementing a complete hiring system to start controlling turnover and disengagement costs now.

With a solution for future turnover and disengagement costs, let’s turn our focus to the disengaged employees on your payroll now. Can you determine the underlying issue? It may be decreased morale, lack of direction, little job satisfaction or no motivation. Whatever the case, you need to start by using the same complete system. [Read More]

Today, companies with hiring challenges are not alone. Just recently, over 150 businesses showed up at a job fair sponsored by Jobing.com, a major job board agency. Over 14,000 people attended, but not a single hire was made that day.

As companies world-wide are in a crunch to hire for key positions, job seekers continue to flood the talent pool. This creates a challenge for screening and selection because non-qualified applicants are pouring in, and the typical process in place just can’t keep up, resulting in a delayed hiring process.

Most companies have a screening process for selection, but does it include a true analysis of talent? Beyond experience and education, a truly effective screening and selection process will look at innate traits we all possess, like behaviors, motivators and personal skills. Without this essential component, you could be wasting time, energy and resources sifting through applications, comparing unimportant employment details and making tough talent decisions with little support. [ Read More ]

To meet today’s challenges, companies world-wide are searching for ways to do more with less. While many strategies offer streamlined processes and ways to add value, the biggest opportunities to meet this challenge lie within the talent themselves and are critical to future success:

* Finding the right talent

* Retaining your top performers

* Ensuring your best employees have the opportunity to thrive

Managing talent can be tough, but it doesn’t have to be. The key is to understand the current needs of the organization and what each unique individual brings to the job to help you make tough talent decisions.

While education, experience and intelligence are important, you simply cannot uncover the true picture of human talent without a total person analysis that includes an assessment of behaviors, values and personal skills. Together, these areas present a more in-depth approach to truly understanding an individual’s unique characteristics and how they apply to performance on the job.Total Person Analysis Image

In particular, a behavioral assessment will reveal HOW a people behave through their natural style in dealing with four different areas: problems, people, pace and procedure. With a better understanding and appreciation for people with different behavioral styles, communication can be enhanced, conflict can be reduced and a better job fit can be made. With an assessment of motivators, you can reveal WHY people act, or what drives a person to take action. [ Read More ]

Finding the best fit for any organization is a challenge, especially when seeking an executive level team member. There are many factors to consider when seeking a high level candidate to join your organization. Below are some key steps to take when engaging in an executive level candidate search and selecting the right candidate:
1. Define [...]

Personal accountability is not only an important skill to possess, but it is also in high demand. In over 95% of the jobs we studied, we found personal accountability to be one of the top seven personal skills that are required for superior performance on the job. Most companies would agree that responsibility for actions is a major component to success on the job and will look for this skill in any employee review or selection situation. Unfortunately, personal accountability can be difficult to gauge and is often times not genuine until you can scratch through the surface.

If personal accountability is so important to success on the job, yet difficult to find, how can we look for this skill in today’s talent? [Read Full Article]

Take behavioral interviewing to the next level by including questions geared toward the personal skills, intrinsic motivators and behavioral styles required for superior performance. With TTI’s complete assessment solution, you not only have the assessment tools to accurately measure the qualities required by the job, but we also provide behavioral interviewing questions aimed at uncovering evidence of past performance in areas specific to the job. This unique aspect will give you a more well-rounded view of each candidate’s past experiences so you can more accurately predict their future success.

How to Reach the Ultimate Goal
From the application review to the final offer, the entire selection process is really one extensive assessment of an individual’s potential. The importance of this process lies within its ultimate goal - to answer two, central questions:

Is the candidate right for the job?
Is the company and the [...]

How to Ensure Your Techniques are Effective and Compliant
Since its introduction in the 1970s, behavioral interviewing has grown to be widely practiced in the selection process. Based on the assumption that the most accurate predictor of the future is the past, this technique relies on a reflection of specific situations to indicate an applicant’s [...]

Why Behavioral Interviewing Must Be Job Related
One of the most important aspects of behavioral interviewing is keeping the questions job related. However, “job related” doesn’t mean that the question relates to just ANY job. For the behavioral interviewing technique to be effective, the questions must relate to specific areas required by the job [...]

Are You Using luck or logic?
We have all heard this story over and over again: “Our new hire had all the right experience, good references, and interviewed like a champ! But here it is, six weeks later, and he’s just not working out. We can’t ignore the fact that he’s simply wrong for [...]