Fri, 27 Dec 2013 11:57:48 https://old.workstickers.com/view-career-solutions/442_selecting-candidates-likely-to-be-strong-performers In a competitive economic environment, the costs of an inappropriate recruitment is much higher as compared to the investment in a high quality selection process. Hiring the wrong individual typically costs an organization 150% of the employee\'s annual salary. The cost of a inadequate hire is even higher for management level positions.     The HART Consulting team supports its partners in order to minimize such risk, providing HoganSELECT specialized tools for the employee selection process, identifying the work style behaviors most critical for top performance in a particular job within your organization. Our goal is to support our partners to select the most suitable people, by assessing personality, motivations, values and preferences, spotting possible behavioral risk factors in critical incidents, stress or tiredness situations, our ultimate goal being to assist our partners in making the best long-term selection decision.   Psychological assessment for personnel is one of the most valid and cost-effectiveness strategies for identifying the most suitable job candidates. The primary goal of any employee selection assessment process should be to predict the future job performance. Research shows that organizations that leverage the HoganSELECT tools have reduced employee turnover, increased productivity, and improved customer service.   HART Approach   Together with our client, we establish selection criteria in accordance with organizational features and job profile and specification. We take the responsibility for the quality of assessments used for selection purpose, based on premium methods and tools used internationally: psychological assessments (Hogan Assessments), skills and ability assessment (Schuhfried), competency based behavioral interviews and other professional assessment tools.   The benefits of proper selection process: Facilitate “Positive Job Fit” Promotes performance and productivity Competitive advantage   Organizational citizenship bevhaivor Minimize “Negative Job Fit” Reduced performance and productivity Increased turnover   Failure to support organization Facilitate “Culture Fit” Embrace and promote organizational culture Increase fit with other employees and team members Criteria leading to an appropriate selection process: Ability and attitude (personality) contribute to performance Job-relevant “bright side” personality traits should be sought Job-relevant “dark side” personality traits should be avoided (or actively “coached” starting immediately post hire) “Job Satisfaction” matters The higher-level the position, the more personality matters Ignore personality, increase the likelihood of a sub-optimal outcome   Hogan Assessments is a personality assessment methodology with applications in the professional area, renowned as a world class tool for the identification of talents, leadership selection and development.   Read more about HoganSELECT - See more at: http://www.hart.ro/en/competences/selection/#sthash.c8R3leNn.dpuf en-us