How TAIS Works For You
Hiring
You already hire with data. Resumes, references, LinkedIn, and interviews all provide invaluable qualitative data for hiring the right fit. Without psychometric data, you are taking a risk based on someone tailoring their image to fit the job.
We can all be "detail-oriented and extroverted" for the duration of the interview process. If we are not naturally detail-oriented and extroverted, however, we will need to exert unsustainable energy to maintain the facade and will not become top performers in that job. Hiring someone who craves big picture thinking to do a routine and detail-oriented job is a bad hire.
How about decision-making? We would all like to say we make the best decision each time we are at a crossroads, but that is impossible. Hiring someone who always needs to "cross the t's" and find the "right answer" is not a good fit for someone who needs to spend their days making quick decisions based on a changing environment. Hiring someone who is good at making decisions quickly without a lot of information is not who you want deciding which $100,000 IT system to implement. They will miss important details.
Hiring with TAIS reduces the risk of a bad hire.
How to Hire With TAIS
➡️ Create a Mission Profile
In order to find the perfect fit, we first dive into what the role and the organization need. You know what practical skills and qualities are required – TAIS helps confirm intangible qualities that can make the difference between a good and a bad hire. Is it important for this role to be a risk taker or a rule follower? How important is competitiveness? What about type of decision making?
➡️ Create a Team Profile
Someone might check all of the boxes for a particular role and still be a bad fit. Positions do not exist in a vacuum. Someone fitting into the culture of the organization and the team is arguably as important as the functional skills. Imagine hiring a true extrovert to lead a team of introverts – they would exhaust and overwhelm their team. Picture a team of competitive salespeople being asked to trust a leader who was not driven by competition at all. By creating a profile of the team your new hire will join, we can make sure that they are a good fit functionally and foundationally.
➡️ Add to Your Process
Screening questions are developed based on the Mission and Team Profile for your team of interviewers to add to their repertoire. Top candidates complete a TAIS assessment and your TAIS coach reviews their data and advises on the potential fit of the candidate.