Enhancing an inclusive workplace for new hires:
Make the micro-environment welcoming and incorporating
How to retain? – What are the candidate’s needs we need to fulfill?
Psychological contract
Retention strategies that do not align with employees' needs or desires are likely to fail. For example, if a company is offering monetary incentives when employees are looking for more flexibility, the strategy is not likely to be effective.
The Psychological Contract questionnaire maps what employees expect from the company in exchange for the work they intend to invest.
This implicit contract can be either short-term or long-term, performance-oriented or trust- based, and it's crucial to know which type of contract someone prefers - especially during recruitment or promotion.
The psychological contract is a two-way street, where the company meets the expectations and needs of its employees, and in return, the employees are committed to the company's success. This reciprocity fosters a positive workplace culture, where employees are engaged and fulfilled, and the company benefits from their loyalty and productivity.
Time required: 5-7 minutes.
Motivational map
We offer the Maslow-Herzberg type motivational questionnaire that helps managers and HR professionals identify the key drivers of employee motivation and tailor their incentives and rewards accordingly.
Our questionnaire covers a range of motivational factors, including physiological, safety, belongingness, esteem, and self-actualization needs, as well as hygiene factors such as salary, working conditions, and job security.
By using the questionnaire, companies can gain insights into their employees' motivational profiles, identify areas of improvement, and develop targeted interventions that boost motivation and engagement.
Completion time is about 7-12 minutes.
Extent of role identification – communication skill and style
Repertory grid
Role identification – The repertory grid
When we communicate with others, it's natural to convey our perceptions of the roles we and the other party are playing in the interaction. These roles shape our expectations, attitudes, and behaviors, and can profoundly influence the course and outcome of the conversation. In fact, it's nearly impossible to communicate without some degree of role expression - it's an inherent part of how we relate to one another.
Through the use of the repertory grid method, applicants are able to identify their own role as well as assign roles to their superiors, direct reports, and internal and external customers. This process allows applicants to gain a more comprehensive understanding of the dynamics at play in their work environment and to develop a more nuanced approach to communication and leadership.
Completion time is about 7-10 minutes.
Self-sufficient or requires leadership support?
Workprobes Online
Workprobes.online
What makes workprobes.online stand out is that the platform requires users to execute tasks and operations, instead of solving problems or answering questions (like in testing).
This approach promotes active engagement with the platform and helps users to display their practical skills and the working style that they use in their work. By requiring users to execute tasks and operations, our platform promotes a hands-on approach not just to execute, but to learning too, and helps users to choose the best-fit team and leadership style for the newcomers they need to succeed in their work.
Upon completion of the three tasks, workprobes.online generates a comprehensive three-level report, designed to provide a detailed understanding of each candidate's working style, competencies, and leadership potential.
The first level of the report includes data on precision, speed of work, drive for performance, and tolerance to monotony, expressed in a single final score to help identify candidates with a high risk of accidents.
The second level of the report features an 11-element competency map, providing a detailed overview of how the candidate handles tasks and works in general.
Finally, the third level of the report focuses on the candidate's approach to discipline, task progress, and problem-solving.
Completion time is about 25 minutes.
For more information follow the link below.
Effective Risk Management: Protecting People and the Business from Accidents and Damage
Go- No go – safety and task preference driven decisions
Tolerance to monotony, precision and pace of work, skills
The aim of the „Go – No go” prescreening is to ensure that a new hire is not overwhelmed by the nature of tasks and performance requirements, which could lead to an overload.
This accelerates the learning process and leads to improved job satisfaction, well-being and productivity and minimizes the risk of accidents, injuries, or burnout.
Skill-based assessments are critical in people selection for their safety and task.comfort as they help to determine an individual's abilities and potential.
Our unbiased and validated skill assessments ensure that a candidate is a suitable fit for the job role and can identify the best learning and development program for them.
Our selection of aptitude and skill tests is designed to help you find the right fit for your company.
The list of most frequently applied by our partners skill and aptitude tests:
Tolerance to Monotony,
Individual Working Style (precision and pace of work),
Organizational skill,
Technical skills,
Spatial operation and manipulation (2D routes and 3D objects),
Reasoning and Problemsolving, etc.
The platform allows you to select and build the test battery that best suits your industry and job role.
Risk – No risk – ethical maturity (integrity) based decision
LPO
When a company is tasked with handling high sensitivity information, valuable material goods, or its coworkers are at risk of being subject to bribery or corruption, it becomes crucial for the company to take all necessary measures to prevent unethical behavior.
The application of the LPO Ethical Maturity questionnaire is highly recommended for companies as a safeguard to protect their assets, employees, and customers. By using this questionnaire, companies can gain valuable insights into the ethical maturity of the new hires and of their organization, which can help identify potential areas of risk and facilitate the implementation of appropriate measures to prevent unethical behavior.
The questionnaire serves as a tool for companies to evaluate their ethical practices, identify gaps, and establish a framework for ethical decision-making. Ultimately, the use of the LPO Ethical Maturity questionnaire can help companies enhance their ethical culture, maintain compliance with regulations, and build trust with stakeholders.
Duration: 15 minutes
Coping or Overload – emotional load capacity based decision
Emotional Intelligence
If the emotional intelligence of the person and the emotional load associated with task performance are not in harmony, the employee will quickly burn out.
Our assessment results are invaluable in facilitating smooth onboarding and seamless incorporation, particularly in roles that demand strong adult coping strategies and deal with high emotional load. At the core of every success story lies a specific type of emotional intelligence, tailored to suit the individual and their unique set of circumstances.
Through our extensive research, we have discovered that while high levels of rational intelligence can sometimes hinder one's ability to adapt, the different types of emotional intelligence can greatly facilitate and enhance successful performance in a variety of different areas.
We have identified five types of emotional intelligence that can be leveraged to achieve optimal results:
Technician - low or lack of emotional load
Mediator - situations and behaviors are regulated by law, rules or customs
Coordinator - opportunity to reconcile emotions with circumstances
Support - situations can be resolved by involving emotions
Strategist - emotions facilitate the resolution of situations
Completion time is about 15 minutes.
Supporting a Culture of Success and Wellbeing:
Matching Talent Potential with Opportunities
Match – No match - decisions based on success enablers
Brengelmann three factor personality, Success-seeking
Finding the right candidate for a job can be a daunting task, but it is essential to ensure a successful hire. At our company, we understand the importance of matching candidates with the right job profile based on their
personality,
competencies,
communication skills and style,
success-seeking behavior, and
control attitude.
Duration: 5-7 minutes.
Our methods help us understand how these traits can affect job performance and satisfaction, and how to match them with the right job profile.
Our goal is to find the best possible fit for both the candidate and the company.
By taking a comprehensive approach to matching candidates with job profiles, we can help ensure a successful hire and a long-term relationship between the candidate and the company.
Duration: 5-7 minutes.
Sales - No sales? If Sales, than is a Hunter, a Farmer, a Fisher or a Harvester?
Sales Booster
Developing an effective sales team is crucial for any business. To do so, it's important to have a clear understanding of each salesperson's daily and weekly routine and ensure that it aligns with the company's sales practices. This is not only essential during the hiring process but also when developing training programs within the company.
The Sales Booster questionnaire helps to identify whether an applicant has the potential to be a successful salesperson.
This questionnaire is unique in that it distinguishes between salespeople and non-salespeople and positions the salesperson on the map of the four sales-behavior types:
The "Hunter" style typically involves aggressively seeking out and pursuing new leads and opportunities, while the "Farmer" style focuses on nurturing and developing long-term relationships with existing customers. The "Fisher" style may involve using problems to solve as a bait and other tactics to attract potential customers to the business, while the "Harvester" style may involve more passive strategies for reaping the benefits of existing customer relationships.
By identifying the salesperson's behavior type, we can provide targeted training and development programs that address their strengths and weaknesses. This can help optimize their daily and weekly routines, increasing their productivity and ultimately leading to greater success in their role.
Duration: 35 minutes
Vocational Assessment and Guidance
We offer a comprehensive career counseling service that takes a gradual approach to assess the best fit professional roles for our clients. Our process involves three main stages:
Establishing Maturity: We recognize that not everyone is ready to make an informed decision about their career due to a lack of information, working habits, or experience. For such clients, we provide additional assistance to help them fill the gaps in their knowledge and skillset. Our goal is to ensure that our clients have a solid foundation to make informed decisions about their future careers.
Identifying Individual Drivers: We believe that a successful career is not just about pursuing one's interests or passions. It is also essential to identify the individual drivers on which a person can rely on in a chosen profession. We help our clients to reveal their working habits or routines, aptitudes, and strengths to determine how they can facilitate success in their chosen field.
Role Identification: We understand that every person is unique, and their ideal work-role may vary. Therefore, we assist our clients in identifying the type of work-role in which they would be the most comfortable. This includes assessing their personality, work-style, communication and career goals to match them with suitable job roles.
Our approach to career counseling is holistic, focusing not only on a client's professional goals but also on their personal development. By taking the time to understand our clients' individual drivers and preferences, we can help them make informed decisions and achieve long-term success in their careers.
Getting Started with Our Assessment Platform: Simple Steps to Access and Utilize Our Services
Off-line Assessments
Online Assessments
Clients
Years of Research
To order our services or for further information contact us at
Email: iroda@psyon.hu
Phone: +(36) 30 524 5315
Skype: farkasgj
LinkedIn: https://www.linkedin.com/in/farkasjudit/
Home page: http://www.psyon.hu
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