- Category 1 assessments are often clinical based, highly accurate and designed to provide the user with decisive options without having met the candidate;
- Category 2 assessments are accurate within 60-70% of predictive validity but require a behavioral interview to validate findings;
- Category 3 assessment tools are often characterized by their cheap and cheerful price and are most often used for staff and middle management hiring. They tend to emphasize personality type, offer no predictive correlation for success on the job in question. In fact the predictive validity of this category is so limited that the governing body of American Psychologists will fine any member found to be using one popular C3 assessment tool as a basis for hiring.
- Imagine if it were possible to quickly assess the individual members of your retail leasing team’s potential for near to high performance.
- Conceive the efficiencies achieved if you could balance your leasing team’s effectiveness, ensuring within 86% of predictive accuracy that the leasing manager best suited for green field is attached to the development project, while the leasing manager best suited for infill leasing focuses on the existing portfolio.
- What is the impact on team morale of promoting your star leasing executive – who lacks the capacity to manage others – out of a desire to retain him or her? How might that promotion sabotage the very goals you set out to achieve when that leasing executive’s poor management skills begin to surface?
- What savings in acquisition and retention could you achieve and how much compression in project timelines could you recover if your new hires had the behavioral profile equal to or better than the top retail leasing executives in the country?
1. Core Attributes Relative to Traditional Sales Benchmarks
Observation 6: A “Probability of Career Success Score (POS),” or “Predictor of Success Score” ranging from 61-82 and deemed to be “Near to & High Performing” was achieved by 50% of the VP Leasing participants, while the remaining 50% scored between the 50-58 range on the POS for this role.
Note: Read Article - "You are what you were and will be what your are"