Like a roadmap or training plan, assessments will help you pinpoint strengths and developmental areas for you and your team.
Assessments often improve hiring processes, strengthen leadership programs and improve team dynamics. We offer a full suite of assessment services coupled with coaching to help you select, grow and develop your employees. We work with your team to put together an assessment battery that works for you. We can administer assessments for you and create portals to help you administer them yourself. Whether you are seeking self-report assessments or 3600 Feedback, Emotional Intelligence or Critical Thinking, we are able to help with tools, debrief, game plan and interventions.
We customize the team expehttp://www.fivebehaviors.com/rience for your situation. As one example, we are licensed to use the Five Behaviors of a Cohesive Team Program http://www.fivebehaviors.com/ which includes DiSC or Type. The combination of these programs makes for an engaging, interactive and actionable experience. Teams explore trust, conflict, commitment, accountability and results. The content is applicable to any industry and works well with an intact team.
Turnover is a multifaceted problem. Warren Averett Workplace can analyze your process (selection, role clarity, onboarding, training, leadership, exit interviews, etc.).
If your selection system needs to be fortified, we have a battery of position and level specific pre-hire assessments. The goal of these assessments is to help you hire stronger, so they stay longer.
We are equipped to provide validated, position or level specific assessments that will improve your selection process. We tap into a variety of tools and use a variety of resources – technology, face-to-face interviews and can create whole system selection processes with the help of our Industrial Psychologists.
Tip #1: The interview is not a great predictor of success on the job
Tip #2: The relationship with the boss is the number one reason for turnover.
We have a full selection of selection assessments ranging from assessments for entry-level employees to executives. As an example, we have a solution that measures an entry-level candidate’s potential to be safe, dependable and productive. We have a call center battery that measures, among other things productivity, quality, stress tolerance and service potential. One of our professional assessments measures accountability, adaptability, service orientation and other cognitive abilities and personality traits shown to contribute to success in professional roles. Our selection assessments come with questions to enhance your interview process.
Whether you are hiring a CEO or a line employee, Warren Averett can help you hire well. Contact us to learn more about what we can do to help you bring in top talent.
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Law firm with a focus on building a cohesive group and involved culture added assessments to their selection system. Morale has improved as well as productivity and engagement as a result of increased attention to the hiring process.
High potential leaders working through a year-long program received individual feedback from coach which included style, preference and stress behavior feedback, critical thinking feedback and a tool that gives a window on blind spots and patterns that can lead to derailment.
Leadership development program was seeking assessments to help participants work on personal development. The assessments that were used in this program were the ESCI (Emotional Intelligence 3600 Feedback tool) and a DiSC Profile to help with self-awareness.