While some projects have a great deal in common, some require extensive tailoring to cover all the critical competencies necessary for high performance. Click on the following links to see examples of a few past projects:
Salespeople often confuse making a presentation with solving customers problems, i.e., they talk too much and listen too little. This particular position required the salesperson to learn an extensive amount of information about the product, analyze details about each prospect's market, prepare a targeted sales presentation and make a sales call.
System Summary*:
- A thorough job analysis to identify success/failure competencies
- Behavioral Screening Questions (with desirable/undesirable answers) on the three key competencies identified by job analysis
- A full behavioral interview (with desirable/undesirable answers) covering remaining job competencies combined with data from an AIMS profile looking for matching attitudes, interest and motivations
- Successfully completing a multi-tasking survey
- Successfully completing a structured data gathering simulation
- Successfully completing a structured presentation simulation
- Successfully completing a structured sales simulation
- Validation methods: Content and Criterion
* This system represents one client's preferred approach to reducing their hiring problems by thoroughly evaluating one-on-one interpersonal skills. It may or may not apply to your organization.
Most people think a first-line manager position involves coaching and directing the activities of 5-6 subordinates. In practice, however, there are three variations of "first-line manager." They include someone who:1) functions primarily as a coach; 2) has a management title but functions as an individual contributor; or 3) is part coach, part individual contributor. This position required a manager who operated as both a coach as well as an individual contributor.
System Summary*:
- A thorough job analysis to identify success/failure competencies
- Behavioral Screening Questions (with desirable/undesirable answers) on the three key competencies identified by job analysis
- A full behavioral interview (with desirable/undesirable answers) covering remaining job competencies combined with data from an AIMS profile looking for matching attitudes, interest and motivations
- Successfully completing a written case study
- Successfully completing a structured coaching simulation
- Validation methods: Content
* This system represents one client's preferred approach to reducing their hiring problems by evaluating coaching skills and mental ability. It may or may not apply to your organization.
This position required employee to take inbound calls from customers with problems and complaints. They were low paid, take abundant verbal abuse and had high turnover. Employees in this position were required to take incoming calls and cross-sell products.
System Summary*
- A realistic job preview to show applicants what the job was actually like:
- A thorough job analysis to identify success/failure competencies
- Behavioral Screening Questions (with desirable/undesirable answers) on the three key competencies identified by job analysis
- A full behavioral interview (with desirable/undesirable answers) covering remaining job competencies combined with data from an AIMS profile looking for matching attitudes, interest
and motivations - Successfully completing a multi-tasking survey
- Successfully completing a structured customer simulation
- Validation methods: Content and Criterion
* This system represents one client's preferred approach to reducing their hiring problems by evaluating ability to complete several tasks at once and deal with difficult clients. It may or may not apply to your organization.
Executives usually have mastered a broad variety of skills including interpersonal ability, presentation skills and above average intelligence. Their biggest failure areas are the inability to identify major trends and the temptation to misuse position-power. Although hiring mistakes at this level can be disastrous, these applicants sometimes strongly resist pre-hire evaluation.
System Summary*:
- A thorough job analysis to identify success/failure competencies
- Behavioral Screening Questions (with desirable/undesirable answers) on the three key competencies identified by job analysis
- A full behavioral interview (with desirable/undesirable answers) covering remaining job competencies combined with data from an AIMS profile looking for dysfunctional attitudes, interest and motivations
- Successfully completing an eductive thinking survey
- Validation methods: Content
* This system represents one client's preferred approach to reducing their hiring problems by using "behaviorally anchored" behavior and situational interviews, evaluating the applicant's ability to think abstractly and examining dysfunctional behaviors. It may or may not apply to your organization.
The knowledge worker position represents a wide variety of positions that require mastery of a technical field such as law, technology, engineering, accounting, and so forth. They invert so much of themselves into their technical field that their biggest weaknesses are abrasive interpersonal skills and "thinking outside the box".
System Summary*:
- A thorough job analysis to identify success/failure competencies
- Behavioral Screening Questions (with desirable/undesirable answers) on the three key competencies identified by job analysis
- A full behavioral interview (with desirable/undesirable answers) covering remaining job competencies combined with data from an AIMS profile looking for matching attitudes, interest and motivations
- Successfully completing an analysis case study
- Successfully completing a structured team interaction simulation
- Validation methods: Content
* This system represents one client's preferred approach to reducing their hiring problems by evaluating the applicant's ability to quickly analyze a business related problem, and make an effective recommendation and effectively with a troublesome team -member. It may or may not apply to your organization.