INDIVIDUAL PERFORMANCE DEVELOPMENT: COMPATIBILITY

Retention of talent begins with skilled assessment and matching of available candidates with key positions. Goodness-of-fit assessments allow for greater compatibility between an available position and potential candidates’ abilities and behavioral styles, in alignment with the firm’s leadership competency model. A clearly defined competency model tailored to the organization should be in place or developed in order to have an effective criteria set on which candidate selection can be based.

Annual corporate turnover averaged around 15% in recent years. And, nearly 80% of turnover is due to hiring mistakes.

- Harvard University Study

Obviously the right time to do an assessment of leadership skills and styles is before an individual is hired into a key position, not after things are already askew and people are shaking their heads. And the right way to do it is with research based, psychometrically sound instruments with measures of reliability and validity that meet or exceed the testing standards of the American Psychological Association (APA).

Hiring by design, by means of testing and matching in alignment with the organization’s leadership competency model, yields a state of the art methodology that ensures the best possible match between candidates and key positions. Goodness of fit assessments greatly reduce the likelihood of premature departures and job dissatisfaction as well as reduce or eliminate the high costs associated with vacant leadership positions, repeated executive search efforts, and time spent by new employees getting up to speed in their new role.

At Matrix we deliver the following compatibility projects: