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Employment Assessments

Select Intelligently

Every day people are hired and promoted for their technical skills, education and experience.
Everyday people that were hired and promoted using this model, underperform, are terminated or leave because they do not possess the “soft skills” or “people skills” that are required to be successful in the position.

Manage Effectively

When we make the transition from hourly to a salaried position, this can be one of the times in our career when we are afraid to ask for help or direction or there is no one to ask. We feel we should just “know” through osmosis what to do and how to get there. This is an uncomfortable place to be. We have risen through the ranks based on our technical skills, willingness to learn and our individual ambition and then the rules change.

Develop Efficiently

A study conducted by the International Association of Administrative Professionals (IAAP), Office Team and HR.com, involving a mix of 700 administrative and HR managers, examined the relative importance of technical expertise vs. soft skills and found that:

67% of human resources managers said they would hire an applicant with strong soft skills whose technical abilities were lacking;

Retain Wisely

Retention starts on the day that a conditional job offer is made and accepted. Once this takes place, the climate needs to change from one of selling a position to supporting an employee.

The first opportunity to improve the odds of creating a long term relationship is when the new employee goes through orientation.