Enabling Talent Alignment®, is successful because, when properly applied in either recruiting or performance improvement initiatives, it systematically, legally and defensibly adds a meaningful element of objectivity to determine whether an individual is likely to be successful in a given position, based on comparing their scores on 16 different characteristics with the composite scores of other highly successful performers in the same role and organization.

Aptitude and behavioral assessment should never be the only method by which a decision is made.  But it introduces a significant and, when properly implemented, a validated data component into a frequently emotional and otherwise highly subjective process.  With the results of this testing we get access to a range of useful data to help us ask and, through additional interviewing, answer the following questions:

“Do the mental aptitudes and behavioral characteristic scores of this particular candidate fall within the same general range as the scores of the best performers in the same position in this organization or in this industry?”

“If so, are there indicators that suggest areas that we should explore in greater depth to help understand what the candidate really likes to do, dislikes doing, may tend to do when challenged, what motivates them to succeed, keeps them going when the odds are overwhelming, how they react to failure, etc.?”

“If we proceed with hiring / promotion, are there certain areas that might be considered development opportunities for this individual?  Areas the data shows they may need to focus on to reach their full potential?'

The resulting assessment data, AND the use of supporting behavioral questions, helps us to get beyond the relatively easy question, “Can they do the job?”  Most hiring authorities (and good recruiters) can usually determine if a candidate’s knowledge, skills, experience and competencies are at a sufficient level to perform the functional requirements.

This is about “Are their mental aptitudes and behavioral characteristics such that they will want to do the job and be predisposed to do it well?”

Every battle-scarred manager has war stories documenting how a promising new-hire or recent promotion, who was by all traditional measures more than capable of doing the job, for some reason just couldn’t seem to get in step and become successful in meeting expectations and reaching objectives.  What happened?

Enabling Talent Alignment® addresses these two crucial, but often overlooked and misunderstood questions:

• “Is this the right job for them?”
• “Do they really want to do the job?”

As simple as this appears on the surface, it is surprising how many times we find that a multitude of other factors motivate organizations to extend offers, and individuals to accept positions, for which the true answer to these two questions, as later demonstrated through on the job performance, is a resounding “NO”.

Typical Client Challenges                                                         Top

• Individual considered a star performer in one organization suddenly becomes average when they move to a similar position in a similar organization in the same industry.
• “We find that we have been hiring for what we thought were more than adequate education, skills, experience and past performance and then having to terminate or reassign due to poor performance, behaviors and attitude”.
• “We don’t know what happened.  He was the best contributor in the department, smart as a whip and everyone liked and respected him.  We made him the supervisor and everything fell apart”.

Conventional wisdom says that, although there are exceptions, it’s not the individual or the organization; it’s the “wrong fit” factor.  By using ETA you can significantly reduce the frequency with which these and other hiring or promotional decisions lead to less than optimal outcomes.

Enabling Talent Alignment® provides both organizations and candidates with a systematic and structured framework around which these and other subtle distinctions can be made.  Based on over 40 years of establishing aptitude and behavioral benchmarks, and validation at hundreds of companies over hundreds of thousands of assessments, our client success stories have clearly demonstrated that our system can be used for:

• External Recruitment
• Internal Recruitment
• Outplacement
• Team Building
• Performance Management
• Training & Development
• Organizational Development
• Succession Planning
• Career Management

Typical Client Solutions                                                          Top

Medical Care Company - A pilot study, using the Achiever® was completed on their hiring practices, the results of which were reviewed after 6 months. The following is a snapshot of this study: