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- How the
e2Org
Assessment Process Works
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- Consultation with
the Organization
- We help you:
- Determine when to use assessment: selection,
development, planning
- Identify unique organizational issues that impact an
individual
- Identify core competencies for assessment measurement
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- Consultation with
Individual Candidates
- Our process includes:
- Assessment instruments
- In-depth Interview
- Customized report
- Feedback to Hiring
Manager
- Developmental Coaching
- Knowledge
Provided:
- Intellectual
Abilities
- Intellectual horsepower
- Speed of learning
- Mental ability match
for job requirements
- Personality Traits /
Job Fit
- Stable, work-oriented
(behavioral) attributes
- Strengths and
weaknesses as compared to the job requirements
- Organizational
"fit" between the individual’s strengths / weaknesses and
the demands of the organization
- Traits
Assessed
- Problem Solving
- Decision Making
- People / Team
Development
- Work Style
- Leadership Style
- Customized
Report Solutions
- Selection
- Results compared to
specific professional / managerial position norms
- Customization of
company specific and job specific profiles for comparison /
interpretation
- Development
- Process starts with new
hires
- Developmental feedback
report for existing employees
- Coaching suggestions
for person’s direct supervisor
- Team Evaluations
- Team report of
strengths / weaknesses
- Closing the gap
recommendations
- Succession Planning
- Talent Audit
Where e2Org Fits In the Hiring Process
- Why Select
e2Organizational Consultants & Psychologists
- Experience
- Specialists in
Knowledge of People and Behavior
- Expert Knowledge of
Assessment, Analysis, Communication, and Change Implementation
- Online and Onsite
Accessibility
- Validated, Researched,
Professionally Recognized Assessment Tools
- Interpretative Profile
of Multiple Attributes Vs. Single Scale Cut Scores
- Follow APA and EEOC
Guidelines
- Legally Defensible and
No Adverse Impact
- Specialists at
Relationships and Service to you
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