Save Money, Reduce Risk, Increase Productivity
Candidate Insight is a powerful employment tool that helps organizations in many ways. No other employment related service or tool comes close to benefits achieved with using Candidate Insight.
Below are some of the uses and benefits associated with Candidate Insight:
|Use Within the Organization||Benefit Achieved|
|Cost Savings||Hard and soft dollar savings from eliminating hiring mistakes. (Read more)|
|Training Assessment||Putting training dollars to the best use and helping trainers get up to speed quickly.(Read more)|
|Job Placement||Identifying where in the organization to place a candidate to maximum likelihood of long-term success.(Read more)|
Save time and resources focusing hiring efforts on best candidate first.
After the candidate is hired, the report becomes a guide on how to successfully manage them as an employee.
Identify management candidates and assess if they have what it takes to be a manager within your organization.
|Personality Fit||Assess the candidate's personality traits as they relate to the work environment, management style, company culture, job responsibilities etc.(Read more)|
How much will you save? Studies show it costs an average of $45,000 to replace an employee - perhaps more. Estimates range from the total cost being 1 to 3 times the annual salary!
Hard costs are numerous:
* Internal costs associated with the termination, such as severance and other payouts
* External costs, such as unemployment insurance
* Hiring costs (advertising, recruiter fees, time and paperwork for HR and departmental staff)
* Training costs - time lost by staff members, as well as training materials
* Lost productivitiy for new hires, during their learning curve (studies show new hires are only 60% as effective as experienced employees in the same role), and a direct loss of sales (when employees involved in the sales process leave)
* Costs associated with lawsuits, when they occur
The typical soft costs include:
A Sales Training Tool
Many of our clients use sales trainers to help their existing sales forces to close more business and improve revenues. They provide their trainers with Candidate Insight Reports for the existing sales team members - to help identify personality traits that are impacting the salesperson's ability to close deals.
A new trainer can get up to speed quickly on who they will be training, even before they begin. This helps them determine the approach to take with the team . . . and areas to focus on.
"I ask all of my new clients to provide me with Candidate Insight Reports on their existing sales team before I begin coaching and training. When I go into the first training session, I already have a good idea of who I'm training and which individuals need special attention. The reports even identify to me which salespeople may be resistant to learning new methods or changing what they are currently doing."
Wes Schaffer, Sales Trainer - The Sales Whisperer.
Sales trainers can also discuss the impact of specific personality traits that are shared by many of the team members. They can discuss ways to mitigate the impact of negative traits as well as accentuate the positive traits.
Candidate Insight Reports can be used to help determine the best role for an individual. Many of our clients have candidates that apply to their company without a specific job in mind. After reviewing a candidate's personality traits, it becomes easier to identify which job the applicant will be the most successful in.
One of the reasons that a new hire doesn't work out is because they are not suited for the job they were hired to do - while they still may be very successful in another role or department. With Candidate Insight, it's easy to determine where to place an applicant - based on their personality traits.
The number of applicants continues to increase. This puts more and more strain on the company's resources to review resumes, conduct interviews and narrow down the field of candidates. So, there is an increasing cost for screening job applicants. Candidate Insight can help save time and resources while lowering costs by indentifying the candidates with the most positive traits. You can interview the candidates with the highest number of positive traits first, which ends up eliminating the need for a lot of unnecessary interviews. Sort the list of applicants with the superstars on top and the bad apples on the bottom.
Once the candidate is hired, management can use their Candidate Insight Report to review the individual's personality traits and determine the best approach to managing that particular individual. For example, if the report indicates that the individual is sensitive to criticism, the manager can adjust the way he provides constructive criticism.
When hiring a new manager, the company provides them with the individual Candidate Insight Reports for the people they will be managing. This will help them get up to speed quickly.
Promoting from within is often the best approach, of course, because you already know the individual. But some people are better suited for their current role and will not be successful managers. Once a person has been promoted, it is often not possible to return them to their previous lower role. Using Candidate Insight, a company can identify if the management candidate possesses the personality traits that will make them a successful manager.
For example, it's common for the most successful salesperson to be promoted to sales management. Just because an individual is excellent at closing business does not mean they have the personality to be a successful manager of salespeople. The personality traits that made them a success in sales, such as aggressive, independent and highly competitive can often be detrimental to managing a sales team.
Fitting in with the Existing Scenario
Conflict and often turnover can occur when a person is hired who possesses personality traits counter to the company's culture, work environment, or management style. Knowing the individual's personality traits before they are hired can help avoid these conflicts and reduce turnover.
For example, a cautious person will have trouble working for a company with a culture of risk. A person that seeks attention and is self-centered will struggle to get along in a team-oriented environment. And a stubborn and inflexible person will not be successful working for a manager that requires flexibility and change. It's nearly impossible to discover these personality traits before an individual is hired, using traditional methods. But with Candidate Insight, these traits are revealed - helping you avoid conflicts.