Matching the Right Person to the Right Job
For over two decades, clients have been using the John Beane/Staff Development Services Hiring Report to take their companies to the top by matching the right person to the right job. Successful companies have determined that their organization can only be as successful as the people they hire. And, our clients realize that the time and effort they put into the hiring process up front results in decreased employee turnover and, therefore, increased profits down the road.
The Hiring Report is developed using data from one of the most amazing assessment tools on the market today—the Simmons Personal Survey. This tool measures emotional intelligence (EQ) which is a function of the lower and central parts of the brain made up of emotional drives and behavioral tendencies that are motivated by feelings. Emotional intelligence can be thought of as a person’s character which is very different from personality. And, research has shown that, in most cases, EQ or character, is far more important to academic, job, and relationship performance than is IQ!
The Simmons Personal Survey is a multi-scaled instrument that measures 13 character traits. We analyze how much of each of these traits an individual has and then compare that to what is needed to meet the needs of a specific job. And, by working closely with our clients to determine the particular demands of their environment, we have had tremendous success finding the right people for their organizations. The easy to read Hiring Report we provide to our clients clearly explains a candidate’s weaknesses, strengths, and chance for success in the job they are trying to fulfill in their particular work environment.
Example: A firm is looking for a receptionist. To be successful in this position, the person must be able to move from task to task, be very patient and helpful to both clients and co-workers, and keep a smile on his/her face. The survey measures change (ability to multitask), tolerance (patience), and consideration (helpfulness). It is important that the person seeking this job possesses a high level of these three tendencies but, if they possess too much, this could negatively affect their success. All 13 character tendencies are evaluated as they work together to form the ‘true’ person, but those are the three key tendencies looked at when matching the right person to the receptionist position.
What we evaluate is far different than personality, which is how we want people to think we are and is somewhat controllable, while character is how we behave when no one is looking. This assessment even permits us to determine the possibility that what the employer sees in a candidate during the interview phase of the hiring process can be very different from how the person behaves once hired. Clients have reported back to us that our reports stated that there would likely be a change in an employee’s workplace behaviors about six months after being hired and were astounded when that occurred. Even after 30 years of assessing people, we continue to learn new information contained in the survey from feedback we get back from our clients.