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Better Employee Performance/Retention

We often hear about how employees are hired for eligibility and fired for suitability. Yet to achieve superior employee performance and retention a firm needs to hire the right employees. Companies measuring suitability at the point of hire will reap the benefits of employee productivity and commitment. According to a paper from Impact Achievement Group, companies can measure levels of candidates’ suitability, rather than just traditional eligibility factors at the point of hire. And while most companies set minimum requirements for open positions, they only rule out those who do not meet criteria. What remains is how to quantify the level of eligibility of the remaining candidates. Compounding this lack of information, most organizations pay little attention to determining a critical factor – the suitability of remaining candidates. Dr. Dan Harrison’s paper, “Best Practices in Assessment Drive Performance, Development and Retention,” documents the most critical criteria to consider in applying assessments to talent management best practices. “Most hiring processes examine components of eligibility (education, previous experience, skills, abilities or certifications) and occasionally try to assess suitability. Suitability is very difficult to assess with interview questions, so having an instrument specifically designed for this purpose is key,” says Lee Klepinger, president of Impact Achievement Group. “We know of no similar instrument that compares candidates’ suitability for a position in the comprehensive and predictive way that Harrison’s instrument does.” According to the firm, the paper provides valuable data for measuring suitability levels such as attitude, motivation, integrity, interests, work preferences, fit with the company culture, as well as fit with the manager.