Employee assessments help put the right person in the right job
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Added: 12/19/2003
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Employee assessments help put the right person in the right job
I think that there are not bad jobs or bad employees,” says hiring expert Bud Haney, “but there are bad job matches.” He goes on to explain that most employers use a thorough process to qualify job candidates for such things as education and experience, but fail to make certain that the people they select actually “fit” the work they are hired to do.
“It is called ‘job matching,’” Haney says, “and it is the overlooked factor that leaves employers wondering why so many of the well-qualified people they hire perform their jobs so poorly, or even worse, leave the company.
“There is a well-known study that was published in the Harvard Business Review that concluded that job match is the most significant indicator of job success,” says Haney. “Except for jobs requiring specific technical training, job match is more important than a person’s education, years of experience, age, sex, race, or any other factor,” he says.
Haney is the president of Profiles International, Inc. in Waco, Texas. His firm has just introduced a new management tool, The Profile XT™, that helps employers achieve job match when they hire and when they reassign and promote their present employees.
“The Profile XT gives employers a means of evaluating what we call “The Total Person” so they can obtain better information for making better decisions about allocating their human capital,” Haney says. “it is,” he says, “an extremely versatile instrument that has many valuable uses, such as providing a means of enhancing job descriptions, designing job performance benchmarks, making training programs more effective, and providing managers and supervisors with the information they can use to coach and motivate the people who depend on them for leadership.
“When people participate on The Profile XT, their thinking styles, behavioral traits, and occupational interests are measured and quantified,” Haney says. “These factors are the intangibles that answer the essential questions: Can the person do the job? Does the person want to do the job? And, will the person do the job?”
When asked how The Profile XT is different from other employment tests, Haney responded, “First let me say that The Profile XT is not a test. Calling it a test suggests that it is something you can pass or fail, which is not the case. It is more accurately called an assessment because it asses each person’s unique attributes, which are the positive factors he or she brings to the job. You can’t fail who you are.”
“The benefits of using The Profile XT for employers are fairly obvious,” Haney says, “but employees are really the big winners. When they are placed in jobs that fit who they are, they succeed. Nobody wins when a person gets a job they don’t like and in which they will ultimately fail.
Haney says everybody can use The Profile XT because it is available on the Internet so employers can evaluate job candidates anywhere in the world and have the results in about an hour. “We call ourselves ‘The Information Company’ because we have products that executives and managers can use to get the information they must have to make their most effective decisions,” says Haney.
The Profile is available from Robert A Cameron of Robert A. Cameron & Associates, Weston FL. Mr. Cameron works with employers, to help them increase the effectiveness of their human resources departments and improve their company’s productivity and profitability.
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