Using Prism For Recruitment, Selection,

Using Assessment Instruments for Using Assessment Instruments for Recruitment, Selection, and DevelopmentRecruitment, Selection, and Development

The need to select, deploy and fast track the development of employees is critical to staying competitive.

Most world class organizations have added science and psychology based tools to sharpen their evaluation of both potential hires and current employees.

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Assessment tools have been shown to better predict performance and thus result in better job match and reduce the likelihood of attrition.

Mapping assessment results against job requirements leads to the ability to create training and development plans that target and focus on the exact areas where the employee competencies need to be improved and enhanced.

Using PRISMUsing PRISM©© for Recruitment, Selection, for Recruitment, Selection, and Developmentand Development

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What is PRISMWhat is PRISM©©

PRISM is a revolutionary new way of understanding human behavior and relationships.

It draws upon the latest discoveries in NeuroScience to offer a fast, effective and lasting way to improve the performance of individuals, teams and organizations.

PRISM applications include, recruitment and selection, team building, development planning and more.

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How does PRISMHow does PRISM©© Work?Work?

NeuroScience has shown that different parts of the brain not only control different physiological systems, they also control how we process and use information, and drive our responses and the types of behaviors we demonstrate.

Our “hard wiring” in the neural pathways strongly affects our preferred behavioral patterns and influence the abilities we use, making it easier or more difficult to acquire and use certain skills.

Our preferred behaviors become our strengths.

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Taking a closer look, reveals that different individuals have areas of the brain that are more dominant than others.

This explains behavioral and learning differences.

For example, Ali is good at “numbers” and sequences, and is very systematic, and Saeed is better at strategy and interpersonal relations.

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By understanding a recruit or a current employee’s preferred styles of thinking and behaving, we are able to get a clear picture of that individual’s strengths and developmental needs.

We can anticipate and predict those skill areas that are likely to be stronger and match them against the needs of a given role within your organization.

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Different roles within your organization require abilities and skills.

An investment analyst requires stronger “ gold and red” ways of thinking and behaving.

A marketing representative, while they need to have the “golden” ability to organize and analyze, success in this role requires more “green and blue” styles of thinking and behaving.

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Any role at the Bank is benchmarked, looking at the skills, competencies and behaviors that are required for success.

The example at the left is the benchmark for a job role that requires strong preferences for analyzing and delivering supported by initiating behaviors.

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A validated and reliable test instrument asks the candidate a series of questions related to certain characteristics that best describe preferences in both their work environment and in their life at large.

These responses are processed and “mapped” against the requirements of the job role.

This information (together with a CV, and interview) allows the Practitioner to advise of % of job fit.

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• Increased per-person and team productivity

• More consistent performance across business units

• Reduced negative impact of poor hires on customer engagement and brand image

• Increased positive impact on crucial business outcomes, including profitability, productivity, health and safety, and turnover

• Reduced cost per hire

• Accelerated recruitment and selection time

• Accelerated ramp-up time and reduced interruption to work flow

• Increased cultural fit and ability to perform to job performance expectations

• More consistent performance across business units

Organizational Impact of a Better Job FitOrganizational Impact of a Better Job Fit

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Integrating PRISM© into HR Processes

Recruitment Training and Development

• Custom Job Benchmarks are created within the PRISM database

• Candidates whose qualifications and experience suggest a possible fit are administered the PRISM Professional Profile

• You determine the percentage of match criteria for the candidate to move beyond screening phase

• Likely candidates are interviewed; reports written and recommendation for hire made (or candidacy for job terminated)

• Developmental areas identified/aligned with appropriate training methods

• Areas of strength reviewed and employee’s professional development plan and potential career path are defined

• Your company benefits from more focused and targeted development programs that are aligned with performance needs and business strategy

• Employees are developed to match the organization’s needs and their personal strengths 11

Documents

Using Prism For Recruitment, Selection,