Assessment for New Hires
A thorough, objective assessment of the individual that you are seeking to hire or promote will provide an in-depth understanding of that person's strengths and limitations. By differentiating among candidates as to capabilities, analytical reasoning, motivation, communication skills, creativity, leadership style and other personality factors that impact performance you - the manager - can improve your team's performance by having the right person in the right position. Essentially, the issues addressed are: • Can this individual do what is expected? • Will this individual do what is expected? • How will this individual do what is expected? • Will this individual "fit" with the culture of the company, department, boss and peers? By knowing your employees well, you can provide suitable incentives, management, working relationships and career pathways that will increase morale, productivity, quality of work and reduce turnover. Who are appropriate candidates for a management assessment?
Typically, this service is utilized for mid- to upper-level individuals and other key positions to be filled with a new hire or an internal promotion. However, assessments are undertaken for a variety of purposes. The general purpose is to provide managers with useful information for planning and decision making. Examples of evaluations that illustrate the varied purposes of assessment services: • Candidates for sales positions (please see our Sales Improvement Services page for details). • Current employees considered for supervisory positions. • Identification of high potential managerial candidates. • Candidates for overseas assignments requiring adaptability to new cultures or unusual stress. • Internal candidates for technical management or sales management. • Individuals needing coaching on job performance or career development. • Current executives or new candidates considered for any senior management postition. How does the process work?
Circumstances vary widely among clients so we adapt to the client's needs as appropriate. Typically the management assessment process has three steps. They are: 1. Task Analysis and Goal Setting
A consultation session is conducted to determine a clear picture of the position requirements and the personal characteristics desired in the optimal candidate. 2. Assessment and Scoring
The candidate is scheduled for an interview and evaluation session. The candidate is interviewed by a Powers & Co. psychologist and then he / she completes a carefully designed test battery. Test results are then scored, normed and verified. 3. Results and Feedback
The client receives the results of the assessment process which systematically covers such areas as capabilities and potential, motivation, interests and personality. Strengths and limitations are noted and a balanced estimate of expected job performance and future growth is offered. The format for this feedback consists of three options. a) Most clients prefer a one-on-one session with the management psychologist who has conducted the assessment. This provides the opportunity to provide the results in-depth and allows the client to probe for more data by asking additional questions that can clarify some of the complex issues that may be a part of a personnel decision. b) Some clients prefer a written, confidential report outlining the information above. c) Some clients request an additional feedback session conducted to share the assessment information with the individual that was evaluated. In any event, the purpose of the results and feedback is to enrich the data that the client organization already has on hand and to provide additional, objective data that any coach needs and wants; information to help select the best players and how to best motivate and manage these players resulting in a successful, winning team. Who conducts this assessment process?
Powers & Co. management psychologists are professionally licensed and are broadly trained in the behavioral sciences at the doctoral level. Your consulting psychologist will have extensive experience in organizational and industrial psychology as well as a strong clinical and counseling background. Years of business experience in many industries provide a hands-on approach to the complexities and realities of the business world combined with a in-depth understanding of the infinite variety of individuals. How long does it take and how much does it cost?
A complete assessment can be completed in one week. Special situations sometimes require more time and rush situations can be accommodated. The process typically costs the equivalent of one consulting day. Written feedback reports and / or additional feedback sessions are charged accordingly. Are there any legal issues?
All evaluations are conducted in compliance with the ethical standards for test selection and assessment procedures established and published by the American Psychological Association, the National Council on Measurements in Education and the American Educational Research Association. All assessment results are interpreted in the light of extensive information and there is no pass/fail decision based solely on test results. Tests are useful as possible indicators of important talents and qualities but results must always be corroborated by a comprehensive interview process and should also be supplemented with reference audit data. In short, an assessment process carried out in a professional, ethical and humane manner poses no risk to the organization. back 30 Ledyard Street, Wellesley, MA 02481
Phone: (781) 237-0550 • Fax: (781) 235-5721 • Email: drpaul@drpaulpowers.com © 2002 Powers & Co. | 
