Our behavioral assessments are much more than just assessments. They give you customized Job Match patterns, suggest relevant interview questions, yield a percentage match when comparing a candidate to your top performers, provide a detailed positive analysis of the individuals you assess, and can provide thousands of “experienced” Job Match Patterns for use in developing your own patterns.
Job Match Patterns Make the Difference
Job Match Patterns are effective because they compare the qualities of your job candidates to the attributes of your most productive employees. The patterns tell you whether candidates are like or different from your top performers. A study published in the Harvard Business Review concluded that Job Match more accurately predicts job success than any of the commonly accepted factors, such as education, experience, or job training. Matching people to the job improves employee engagement and retention, reducing costly employee turnover.
Creating Top Performer Benchmarks
Because the PXT scales measure different facets of job competency, a Performance Model is needed to compare candidates both to the job and to each other. A specific model depends on the requirements of a given job and work setting. The job matching process minimizes the time required to describe jobs, people, and how well they fit together. By utilizing your own top performer data, we help you standardize the job match process. The process starts with an examination of the score patterns of incumbents who are most successful and those who are least successful for a specific job. The identified pattern of scores across the assessment scales serves as the initial model, or benchmark, upon which the job matching is based.
Our trademarked software performs the job matching task. This process matches an individual’s criterion-related performance measures with their assessment results. The analysis leads to the construction of Performance Models. By using the appropriate job performance criterion, the models help differentiate between top and bottom job performers. We collaborate with our clients to create the job performance criterion based on objective performance data such as sales success, if appropriate, performance review ratings, and goal attainment.