Selecting the right person for a position, or developing and retaining current employees, greatly depends on having the right information. Yet, it is difficult to assess the strengths and weaknesses of a potential candidate or existing employee solely from traditional job interviews or even past performance data. Noll Human Resource Services offers you the unique advantage of Behavioral Testing, which can accurately predict an individual's future performance in a specific position. Many clients tell us our behavioral testing services have resulted in reductions in turnover, training costs, unemployment compensation claims, illness/absenteeism, accidents/compensation claims and employee sabotage/theft. They also report significant increases in productivity and employee satisfaction/morale.

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Employee Selection

Selecting the right person for a position greatly depends on having the right information. Yet it is difficult to adequately assess the strengths and weaknesses of a potential candidate solely from traditional job interviews. Noll Human Resource Services offers you the unique advantage of behavioral testing, which can accurately predict an individual's future performance in a specific position. A bad hire is costly in terms of both time and money. With Noll's behavioral testing, you will have more information about a potential employee in advance of hiring, enabling you to make intelligent hiring decisions.

Employee Retention

Employee retention is a top concern for employers today. A key element in managing employee costs is the establishment of a stable, high performance workforce. Our research indicates that two types of managers tend to have excellent retention. Those who take a real interest in helping their people grow by constantly looking for and providing opportunities to help their people stretch. Those who take the time and make the effort to risk with their people on a personal level thereby building in-depth relationships with them. Our research also indicates that there is no direct connection between a person's basic value system and retention, as self-centered employees will stay as long as it remains a good deal for them.

Employee Development

The usefulness of our behavioral testing is not limited to finding new employees. It can also be used successfully to develop and retain current employees. Interview reports provide information on job-related strengths, as well as areas needing careful management and development. This information enables individuals to express their talents in positions that maximize their satisfaction, productivity and contribution.

Team Development

When working with a team, it is helpful to have developmental appraisals for each of the team members. Sharing that information between team members helps them know how they can count on each other for their dominant strengths in specific areas. For example, some individuals may have natural creative instincts and should be included and heard in creative planning sessions. Others may have natural strategic instincts that generate long-term solutions that seem 180 degrees off of what is logical to those who do not have natural strategic instincts. There are many other examples, such as knowing who is competitive versus who is not; who is discriminating versus who might need guidance in making key tactical decisions; who is perfectionist and focused on documentation versus who is not good at detail. Everyone has strengths, as well as other areas that are not natural for him or her. By better understanding the composition of the team and all their talents, the team can be more effective.

Leadership Identification

As with team development, it is critical in leadership identification to know a person's style. There are many people who are very effective at maintaining, while others enjoy starting and have less interest in finishing. Some gravitate to very talented people, while others can work with almost anyone. We find that CEO's tend to build from their strengths and have the capacity to work with a broad spectrum of individuals, while pure-play entrepreneurs have a low tolerance for incompetence and concentrate their energies. After they get something started, they run out of people they can trust or those with whom they feel comfortable and prefer to move on to something different and start all over. Maintainers are less growth-oriented and more comfortable when they have someone else set their strategy.

Strategic Planning

In many cases, we are asked to help organizations with their strategic planning. The best method is to interview all those who will be included in the strategic planning process. Then, with that knowledge, we will be able to better empower the leader with an understanding of who has natural strategic instincts and who may be more cautious when setting the direction or vision for the organization. In the facilitation work that we do, we look at the history of the organization and suggest a reasonable direction for the future. We feel it is like any other goal-setting process in that it has to be realistic, objective and include clear timelines. We help the organization identify and build from their strengths while managing around their limitations. Including people who have good strategic instincts as well as some creative abilities helps a great deal in the overall planning process.

Succession Planning

We work with a variety of organizations, including family businesses, in which there is not always a clear succession plan. By utilizing the behavioral process, it is easier to identify people who may not have years of experience but may very well have raw, natural talents that should be developed and managed carefully. Then, they will be ready to move into positions where they can take over responsibilities left by the senior executives who may retire or move on and take different responsibilities. Accumulating information about individuals who are already in the organization will help the succession planning function be more successful and make it clear whether or not the organization needs to go outside to bring in talent to fill particular slots.

Client Selection Tools

For our clients who are hiring large numbers of specialized, talented individuals, we develop localized, annually validated instruments. We then train the organization's employees to conduct the interviews in-house after under going a required certification process, to teach them how to properly administer the instrument. We license all instruments on an annual basis and validation is ongoing to ensure that the tool is accurate, and the administrators have received proper training. The interviewers themselves grow personally by being able to listen to the structured questions and develop a more accurate, expanded intuition about the talent they are seeking.

Outplacement Services

We like to help ease the transition of the person being outplaced in every way possible. We provide the following services as a package or as individual options. Intake question-and-answer session on all possibilities available to the individual. Full behavioral interview and analysis with feedback and hard copy report, emphasizing strengths and areas that deserve careful management or development. Complete administrative support including a private furnished office, high-speed internet, computer, word processing for resume and cover letter development, fax, voicemail and long distance telephone services. Assistance from our professional executive recruiting staff on how to conduct a complete job search and use of all available resources such as job boards, etc. Assistance with identification of opportunities that maximize the identified talents that can provide professional growth and job satisfaction. Help with the interviewing process to achieve optimum results. Assistance in job offer negotiations and finalizing the future career path for the individual.