Assessment Consulting
Strategic Assessments Drive Better Talent Decisions & Outcomes
Effective hires are a strategic requirement for business success. Our assessment consultation professionals understand what drives positive performance and will help you predict which candidates are likely to perform well within the culture of your business—before you extend an offer. Our consulting services and behavioral assessment processes and tools integrate seamlessly into your current hiring culture, delivering an effective solution for identifying the right people to move your organization forward.
Behavioral Assessment Consulting Services
Our assessment consultations will:
Improve retention
Decrease turnover
Reduce costs of ineffective hiring decisions
Identify behavioral trends of successful employees
Correlate competencies and job performance
Identify high potential candidates
Support hiring decisions
Behavioral Assessments Inform Critical Talent Decisions
Based on robust principles and designed for return on investment, our behavioral assessments identify which character traits are best suited for various roles within your organization. By selecting for cultural fit, predicting retention based on personal characteristics, and identifying behavioral tendencies that influence job performance, we can help you reduce turnover and improve retention rates among existing employees and new hires.
Our assessments incorporate:
Biographical data—Past behavior and experiences that act as indicators of commitment
Personality profiles—Stable characteristics that influence whether a person will stay or leave
Motivating values—Personal priorities that drive behavior and goal attainment
Our competency-based assessments correlate skills and ability with criteria statistically indicative of job success. We test for nine behavioral competencies including work ethic, customer focus, teamwork, compassion, openness to learning, valuing diversity, energy, flexibility/adaptability, and multi-tasking.
By focusing on both hard and soft skills during the hiring process, we can help you identify and cultivate the right talent for your business.
Choose Strong Leaders to Grow Your Business
Despite spending nearly $14 billion dollars every year on leadership and development activities (McKinsey & Co), companies still express deep concerns about leadership, with 86% of global business leaders stating leadership is a top issue. Internal promotion of talented individual contributors often results in the discovery that personal production doesn’t always translate into effective leadership and among externally hired senior leaders, nearly half fail in less than two years according to CEB.
But it doesn’t have to be that way.
Our competency-based leadership assessments evaluate ten critical leadership competencies designed to identify successful leaders. These include behavioral indicators such as:
Achievement orientation
Conscientiousness
Self-confidence
Multi-tasking
Critical thinking skills
Self-development
Customer orientation
Response to change
Emotional stability
Innovation
Armed with our assessment insights, you can predict how a particular candidate is likely to perform in the context of your business before you make the hiring decision, leading to reduced turnover and improved employee engagement.
RESOURCES
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Hire Velocity Welcomes Andrea Hopkey as Senior Vice President of Revenue Operations
Hire Velocity, a leader in recruitment process outsourcing (RPO) and human capital solutions, welcomes Andrea Hopkey to the leadership team as Senior Vice President of Revenue Operations. Andrea brings more than 24 years of experience in corporate leadership and recruiting to her new role, where she will spearhead corporate communications, presentations, proposals, and client quarterly business revenues with the goal of greater efficiency and revenue growth. She will also work with HR to […]
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Essential Outsourcing Guide: How Outsourcing Helps Growing Companies Scale Faster, Boost Profits, and Thrive
As businesses grow, new challenges emerge. Issues like cash flow management, competitive positioning, and keeping up with changes in the market require a new approach to current processes. Many growth-stage companies struggle with overworked teams who can’t meet the demands of the organization as it begins to scale. Yet hiring additional full-time employees may be prohibitively expensive, or company leaders may not have the network needed to find the right people.
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5 Ways to Engage and Retain Your Generation X Workforce
When was the last time you read an article about how digitally savvy Gen Xers are? We’re willing to bet it hasn’t been any time recently, if ever. That’s because Millennials are the ones we think of as being early tech adopters and avid social media users. But you might be surprised to learn that 54% of Generation X leaders consider themselves to be knowledgeable about tech – just two percentage points behind Millennials.