At The Engagement Effect, we believe that a sound talent strategy starts with a clear picture of the business outcomes you expect and defining the talent you will need to achieve the outcomes. We will work with you to:

  • Pinpoint current and future business drivers
  • Define how success will be measured
  • Identify gaps in the quality and quantity of talent required to execute your business drivers
  • Pinpoint strengths and weaknesses in your current talent management systems and capabilities
  • Deliver a strategy aimed at closing your talent gaps

Through our partnership with DDI, Development Dimensions International, we bring the deepest, broadest and freshest experience, programs and technology to the table to ensure a successful and sustainable talent management plan.

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Success Profile Management: Clearly Defining What Great Talent Looks Like

If you don’t know what you are looking for, you will never find it. DDI’s approach to competency modeling—Success ProfilesSM—will accurately identify what success looks like for all of your critical roles. The data you get from Success Profiles will serve as ‘glue,’ integrating every component of your talent management system. They will guide hiring and promotion decisions, setting performance expectations, and targeting development activities. Working with The Engagement Effect will give you:

  • A fresh approach to competency modeling. Success ProfilingSM starts by determining your business drivers and then connecting them to the knowledge, experience, competencies and personal attributes required for high performance
  • The tools to be successful: the most comprehensive competency library in the industry along with a range of tools to help you create success profiles for your organization.

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Integrating competencies into your talent management systems

Success ProfilesSM Success ProfilesSM is a comprehensive job analysis and competency modeling system that lets your organization quickly and accurately identify the competencies and motivations needed for successful job performance. A clear understanding of what defines a successful performer will assure you hire, promote, develop, and retain more of them.


Success ProfilesSM includes:

  • A streamlined process for getting to the right profile quickly.
  • Identification of four characteristics that describe the ideal candidate—work experience, knowledge and skills, personal attributes, and competenciesourac.
  • A business-focused description of performance that operational users will adopt as a tool to drive performance.
  • Documentation of the profiling process and outputs to provide a legally defensible foundation for hiring and promotion.

DDI offers two Success ProfilingSM solutions to meet your organization’s competency modeling – Success ProfilesSM Card Sort and Success Profiles: Navigator®.

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Success ProfilesSM: Card Sort

Card Sort creates an engaging job analysis process that is efficient, fast, and driven by your business needs. During the Card Sort process, work content experts sort through the deck to narrow broad concepts into the crucial challenges that need to be addressed in a role. The result of the process is a small number of cards that correspond to competencies and can be used to jumpstart your Success ProfilingSM process. Each Card Sort package includes 5 separate decks of cards which are appropriate for different roles and levels within an organization, including:

  • Individual contributor
  • Leader
  • Executive
  • Organizational fit
  • Job fit
  • Success Profiles: Navigator®

Success Profiles: Navigator® is a software platform that automates the competency modeling process from research through confirmation. The system allows you to incorporate data from multiple job analysis techniques to create the most complete picture of the job possible. Additionally, Success Profiles: Navigator® documents every step of the process, enabling you to easily return to the profile to make updates as your business changes. Success ProfilesSM can be used as a stand-alone solution or with other components.

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Selection & Assessment: Putting the Best Talent into Every Job

No amount of development will make up for a poor hiring or promotion decision. We offer the most comprehensive range of assessment, testing and behavioral interviewing tools in the world. The Engagement Effect helps you make every hiring and promotion decision count through:

  • Designing selection systems with three goals: higher quality, increased efficiency, and legal defensibility
  • Targeted Selection®, the world’s leading behavioral interviewing system
  • More than 800 valid and legally defensible tests and assessments, covering a full range of positions—all powered by the latest technology

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Selection Systems

Our comprehensive talent acquisition solution, AcqHire®, is built on more than 37 years of helping organizations around the world meet their talent needs and build a competitive advantage through their human capital. AcqHire® is a totally integrated, end-to-end solution that helps you make more accurate, cost-efficient hiring and promotion decisions. Whether you need 1 component or the whole suite, AcqHire® can bolster your existing hiring processes and help you meet the talent challenges of your specific industry or job family’s.

  • AcqHire® offers 5 integratable components:
  • A vast, well-researched competency library that covers all major job families
  • Secure web-based solutions that can be delivered in a variety of modalities, including ASP and client-hosted Integration with top-tier applicant tracking software
  • Access to DDI’s Assessment Management System that automates a candidate’s progress through the selection process
  • Pre-configured hiring solutions for Health Care, Manufacturing, Service, and Sales

Targeted Selection® – the World’s Leading Solution for Behavioral Interviewing Do your interviews really give you the information you need to make a decision? Behavioral interviewing helps you gather interview data based on candidates’ previous on-the-job behaviors – the best predictors of their future behavior. DDI’s Targeted Selection® is the world’s leading behavioral interviewing program, helping hire more than 10,000 people every 24 hours. But it is so much more than that. Targeted Selection® equips recruiters and managers with the skills they need to make accurate talent acquisition decisions while creating a positive impression on candidates. Redesigned in 2008, Targeted Selection® offers maximum training flexibility, including shorter training periods than ever before, a contemporary mix of course options, and more industry-specific materials. Why Targeted Selection®?

  • Hones recruiters’ and hiring managers’ interviewing skills to make the right hiring and promotion decisions.
  • Prevents interviewers from veering off course and asking invalid – or worse, illegal – questions
  • Leaves the candidate with a favorable impression of your company.
  • Enables your organization to train your own staff on behavioral interviewing techniques.
  • Incorporates behavioral interviewing as a consistent part of a validated talent acquisition system.
  • Enhances candidates’ positive perceptions of your organization.
  • Improves retention by helping you select people who are engaged and who will be a good fit within your organization.
  • Additional courses enable your interviewers to gather information on specific technical skills, sell the job to the candidate and get new hires off to a strong start.

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Assessment Center

The move from an individual contributor to a leadership role marks a critical and challenging career transition. Many people who are outstanding in their functional area prove to be less than successful leaders when it comes to motivating, developing, and retaining top talent. For new leaders (and their organizations) the stakes are enormous.

They need to be accountable for their own performance and to drive and leverage others’ performance. Since first-time leaders must exhibit a set of new leadership skills, organizations often lack meaningful data with which to make the best selection decisions. Highly predictive results minimize the risk associated with selection and helps accelerate the development of leaders. Through our partnership with DDI, we offer Assessing Talent: People LeaderSM—a web delivered behavioral assessment program—an excellent tool for hiring and promotion decisions, and development of future first- & second-level leaders and current leaders.

The program accurately evaluates participants’ skills and readiness in managing a work unit and motivating, developing, and retaining talent. The assessment activities in this program are particularly effective in helping companies diagnose the development needs of their leaders prior to implementing a training program.

The Assessing Talent: People LeaderSM program is a totally modular system, allowing clients to select the components most relevant to their first- and second-level leadership positions. The components in the program are set up in a day-in-the-life format so that your leaders go through roleplays that emulate interactions that typically occur on the job. The core program assesses proficiency in areas critical to leadership effectiveness. Additional components could then be added to supplement the core program as needed by the organization. Read more about this: Assessing Talent People leader

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Additional Assessments and Profiles

We have used the following assessment instruments extensively with our clients. Each of these tools can help you with employee selection, building an Individual Development Plan, helping to manage employees better, or just understanding preferences in certain situations – such as in a conflict situation, or behaviors while coaching. Our tests and inventories help you streamline the hiring process and increase the accuracy of your hiring decisions.

By using these behavior-based tools early in the process, you can reduce the size and increase the quality of your applicant pool before the more costly and time-consuming assessment phases such as simulations and interviews. Our tests and inventories deliver more than just legally credible test scores. They give you early insight into each candidate’s strengths and development needs. They also instill confidence—confidence that the people you hire best fit the needs of the job and your organization.

Because different test components measure different aspects of a candidate, such as experience and work style, we often use more than one (i.e., a test battery) to get a well-rounded view of the person. We also strongly believe that you should not make a hiring decision based solely on test scores. The Equal Employment Opportunity Commission’s Uniform Guidelines for Employee Selection Procedures, 29 C.F.R. Part 1607[1] provide a framework to help ensure that a test used as part of the hiring, evaluation or promotion process will be employed in a non-discriminatory manner. Tests should be integrated into a complete hiring process to further increase the accuracy of your final decisions.

These tests deliver their greatest value when used as screening tools. Use of testing in hiring, promotion, or retention is an established and accepted practice. Over a third of all for-profit organizations report using some form of pre-employment testing; but the vast majority of Fortune 100 companies now incorporate pre-employment testing. We are not simply a supplier of tests and inventories. We consult with you to integrate appropriate testing into your hiring process and to ensure candidates are being evaluated against the job success profile.

We also offer ongoing validation to confirm the testing is predicting job success and that it continues to meet EEO requirements. We can offer many of these tests and inventories online, or administer through paper and pencil methods. After testing, we provide not only each candidate’s overall score but also how he or she performed on different components of the test battery.

The candidate profile shows strengths, development needs, and the implications of both—feeding the later stages in the hiring process and allowing you to focus on those areas where additional insight is necessary for an informed hiring decision. These can help you to form the basis of your interview guide, if you are using behavior-based interviewing techniques. DiSC Total View First View Thomas-Killman Conflict Mode Inventory Mentoring-Coaching Skills Assessment Apprenticeship Selection Battery Supervisory Skills Profile Work Profiles Basic Skills Inventory Emotional Intelligence Inventory

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Succession Management – Who’s Next?

When your CEO asks “Who’s next?” will you know? Succession management is about continually developing and moving talent over time. It’s about having leaders who are ready today to meet your business needs of tomorrow. DDI brings clarity, structure and accountability through:

  • Early identification of high potentials using a set of validated criteria
  • Establishing acceleration pools for rapidly developing high potentials to assume higher and more complex roles
  • Strategic Talent Reviews, providing comprehensive feedback and recommendations to executives on readiness of individuals and teams to move into critical roles and address future challenges
  • Expert consulting support to enhance the quality of your succession management process
  • A full range of leadership/executive assessment and other evaluation tools to guide individual development and make key placement and promotion decisions. Assessment can be at one of our 28 acceleration centers, your facility or online.
  • Assessment feedback sessions designed to spark change

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Identifying Leadership Potential

Identifying Leadership Potential is a web-based process for objectively nominating, rating, and selecting individuals with the greatest potential for successfully developing into senior leadership roles. Identifying Leadership Potential is proven to help organizations:

  • Dramatically increase the ability to find leadership talent from within.
  • Establish a pipeline of leadership talent to quickly fill emerging business needs.
  • Focus development resources on individuals who will yield the highest return on investment.
  • Identifying Leadership Potential:
  • Is an easily administered on-line survey for collecting managerial ratings of an individual’s leadership potential.
  • Quantifies leadership potential against research-based factors.
  • Provides valuable individual and group summary reports.

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Succession Management System Design

Succession Management System Design provides hands-on guidance in establishing the processes for efficiently identifying, assessing, and accelerating the readiness of high-potential talent to move into senior leadership roles. Succession Management System Design is proven to help organizations:

  • Identify the nuances and resources for growing leadership talent at different levels.
  • Develop a solid business case to address organization-specific succession management challenges.
  • Quickly implement best practices and avoid common pitfalls.

Succession Management System Design includes:

  • Education sessions on succession management concepts, tools, and best practices.
  • Needs analysis for measuring current system strengths and vulnerabilities.
  • Planning sessions to prioritize implementation steps for a sustainable, effective process.

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Strong Start to Success

What leaders can do to shorten Time to proficiency, increase job Engagement, and reduce early Turnover

After a lengthy search for the right person to fill a key position in a fast-paced, global organization, a candidate with good skills and potential has been identified and hired for the job.

The new team member, Lisa, reports for work on her first day, both excited and anxious to embark on this new chapter in her work life. She’s ready to get started, but at the same time she’s also quite nervous about the transition into a new role amid the unfamiliar surroundings of a new organization. She’s eager to make a good first impression and wants to begin contributing in a meaningful way, right away.

Lisa’s leader, Dan, who has for months had to juggle his team’s assignments to cover for the vacant position, is especially excited to have Lisa on board. He’s also every bit as anxious as Lisa is for her to start contributing right out of the gate. But does Dan appreciate what it will take for Lisa to get up to speed quickly, to get her fully engaged in her work, and to successfully get her through the first two years on the job, when most turnover occurs?

Many leaders mistakenly assume that, just because they’ve hired a great person, that person should be able to quickly figure out everything he or she needs to know to be successful. Or, they may falsely believe that the organization’s orientation program will provide all of the information, insights, and motivation the new team member needs, and that the leader’s role is largely to show the new hire the ropes and provide “postmortem” coaching when the individual inevitably makes beginner’s mistakes. This is not the case, however. Leaders need to take an active role in assuring that new team members—be they from outside the organization or promoted or transferred from within—get off to a strong start.

Their early efforts, or lack thereof, go a long way toward determining whether the new team member becomes fully proficient quickly or becomes a turnover statistic. This paper will examine the negative consequences of employees getting off to a weak start when placed in a new job and identify what leaders can do to help their new team members get off to a strong start—so they can quickly get up to speed and become engaged employees who stay for the long term. Our newest course, Strong StartSM can complement manager interviewer training or leadership development training.

Leaders play an integral role in helping a new person (either new to the organization or new to the job) become productive more quickly, get more engaged in the new job, and want to remain with the organization, especially during the crucial first 100 days.  Leaders who take the time to ensure that new people get a strong start will open lines of communication, boost their credibility, and help their new people establish effective networks. Learn more here: Strong_Start_to_Job_Success.

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