Our assessment methodology explores what behavioral tools the external or internal candidate uses to address the three dimensions of organizational collaboration/leadership
These tools are a combination of previous work experience, personal successes and failures, individual motivation, and willingness to take on tasks and roles.
We use three action tasks to identify behavior;
our methodology is not a self-descriptive questionnaire. Candidates decide which behaviors they choose to adopt when completing the tasks, and we monitor these choices.
Obtain tangible data on:
Competences, work attitudes
Tolerance to monotony
Reports relate employee attitudes and behavior to supervisory actions. This tool identifies and focuses leaders on critical contributions and attitudes needed by employees.
Mapping routines, habits and drivers of employeeship the tool, workprobes.online identifies leadership contributions the associates require from their leaders to ensure the best outcomes.
It empowers managers to understand how to retain and develop new associates enabling them to get the best from new recruits / associates regardless of their capabilities on joining the organization.
Rank – it is calculated based on the candidate result data by the three measurement methods and makes the individual results comparable independently from the date and candidate group at any time when workprobes.online are taken.
Individual results – the graphical and detailed description of the factor values, supporting managers and HR personnel to prepare for interviews and the onboarding “strategy” - what tasks, which groups the associates are best to be assigned to, and how much support from the leader and the team is required to complete their daily work.
Workprobes.online is a website. Available anywhere, with a multilingual interface for candidates and admins.
Workprobes.online simulates a real working environment for the candidates, providing three tasks to resolve in 20 minutes, with no direct supervision while working.
No need for
Results are validated by experts.
Even when outsourcing selection, Workprobes.online keeps your company in control of the process.
Workprobes.online can be applied only if the candidate agrees to use the results of the probes in the company's people management processes.
Workprobes.online is bias-free and non-discriminatory. It has been validated by retests and correlated with real life performance.
It is neither a capability test, nor a questionnaire.
Results are strongly predictive, coming from real task execution and not from self-descriptive methods.
Successful salespeople are best at selling themselves to a company.
When assigned to the workprobes.online in the selection process, a candidate called me saying “it is not a test, workprobes.online requires real work. There are no questions, just tasks to execute. Are you sure, you have sent me the right test?“.
Yes, I was sure, as the future boss could be sure, that hiring this candidate would lead to conflicts because of the discrepancies between promises and real achievements, route planned and accomplished, the number of strong prospects and the number of contracts signed.
Applying workprobes.online in two consecutive groups of 19 and 17 people we could establish a strong correlation between staying in the program and the perseverance factor value.
In case of the second group, professors were able to retain 80% of students who then achieved their diplomas.
With insights gained through early indications of perseverance, Professors had personalized guidelines to students in danger of leaving the program.
With above average turnover, CC company applied workprobes.online in their exit interviews. There were three work attributes that were identified and associated with turnover in CC position. The first factor identified was tolerance for monotony, the ability and willingness to respond to the same questions the same way, the whole day. The second critical factor was rule following; whether the associates hold to the script and can close a conversation in the time given. The third critical factor was perseverance; the ability to answer the calls with the same enthusiasm even in the 8th hour of a shift, on the 5th day of the working week.
These three attributes were threshold factors while handling conflicts, empathy and persuasive ability only became success factors in candidates with the threshold attributes.
Shift leaders face continual challenges of meeting operation demand and the best fit of their people with specific tasks.
Outcomes of the workprobes.online informs the leader of the best placement and coaching for a newcomer and also provides a guide to suitability of assignments related to routine and repetitive tasks, or more challenging problem solving. Less trial and error, means greater productivity and employee satisfaction.
A seventeen-year-old was let go from her position as a janitor at a department store.
When examined by workprobes.online, the results revealed that consequences aren’t a priority for her. However, if provided with concrete, finite tasks, she will be able to complete these tasks within the time given.
When we dug further, we found that if the department store were to break the job position into hour long task blocks, the girl would have been able to complete all tasks within the time given.
The only and each time the problem surfaced was at the end of every shift, when the girl had not done anything – and there wasn’t an opportunity for supervision, so they had to let her go.
The story has a happy ending however – based on our recommendations, she was hired by a packaging plant, where her job is facilitated by machines and other employees, who motivate her and help her prioritize tasks. She has worked there since.
Open an account and pay per use or use our consulting services in your projects.
Our expert system stabilizes your selection and onboarding efficiency minimizing the costs and resources related to those.
To order the product or for further information contact us at
Phone: +(36) 30 524 5315
Home page: http://psyon.hu/index.en.htm
We are backed by 35 years of applied research and 48,000+ candidate screenings.