How quickly a new recruit learns new procedures and reacts to change can mean the difference between success and failure in their job. And a CV can only tell you so much. But it can’t tell you who will hit the ground running and make an early impact in the role.

The capability assessment measures a person’s mental horsepower. And by understanding how quickly your candidates can learn and retain new skills and procedures, you will have a reliable prediction of their potential to grasp or develop into a new role. You’ll also get an indication of how well they’ll respond to training. The Assessment will assist organizations in:

• Identifying High Potentials, helping in creating the Leaders of Tomorrow.
• Understanding your employee’s capabilities.
• Developing your performer’s by giving them the right challenges.

The Team Profile helps organizations create an ideal team culture profile. Keeping in mind the objectives of the team, a profile is generated that specifies the capabilities and behaviors that are required for team success. The actual team profile is then compared with the ideal team profile to understand the team strengths, potential weaknesses and possible behavioral or capability gaps.

Assessing and evaluating an individual’s emotional intelligence can help establish the need for targeted development programs and measures. This, in turn, can lead to dramatic increases in the person’s performance, interaction with others, and leadership potential.

The assessment is versatile in workplace environments and can be used by employers as a screening tool in hiring, leading to the selection of emotionally intelligent, emotionally healthy, and the most-likely successful employees. Supplemented by other sources of information, such as interviews, the assessment can make the recruitment and selection process more reliable and efficient. A sound recruiting process leads to higher retention rates and reduced turnover which can result in significant cost savings, improved employee effectiveness and increased morale

Our Assessment product includes two kinds of Multi-rater feedback tools. One is the Customized 360 that organizations can use to measure the effectiveness of individuals on a set of competencies of their own choosing. You can even use different competencies for different folks.

This is a great option for organizations that are looking to provide multi-rater feedback on their own set of competencies. The administrator will import the competencies within the system, select the recipients of feedback and nominate the raters for each receipt. You can then send reminders and generate the reports. The detailed report covers all of the multi-rater feedback needs and keeps the feedback confidential for all but the boss rater group.

We help organization build their own drivers and write their own questions or then select from our library of questions. You can then view the results in the form of a report or easy-to-view dashboards. You can even use the dashboard view to compare results from past survey results or then sub sets of the organization with each other.

The data collected at the time of employee exit can be very useful to help create an
ever-improving work environment. Our tool helps collect this data in two steps. One is the Exit Survey which can be custom built by the organization by using its own questions or then selecting from the ones available in our library of questions OR use our benchmark Engagement Survey.

The second step is to use the exit survey data to carry out the Exit Interview. The Exit Interview tool allows for the interviewer add notes to each non-confidential aspect of the survey.