These unique normative assessments, which we call self-management science, allow companies to build statistically validated 'templates' to compare and contrast high performers from moderate and low performers using the company's own empirical performance data.  We have shown that, using this data, companies can predict the 'profiles' of future superior performers in their culture, working with their managers in their facilities and therefore, select only employees predisposed to be superior performers as new hires or new leaders.

What is Self-Management?

The combination and calibration of a candidate's inherent traits of self-direction, motivation and independence have proven to be a major predictor of high performance when aligned with the measurable profiles of those employees who have previously demonstrated superior performance in that organization.

When a person's innate talent potential, as measured by these assessments, is aligned to those same scores of successful or optimum performers in a given job role, there has been shown 99.5% statistical probability that that person also will demonstrate the same optimum performance. That means we have removed the guesswork or "hunch" out of talent selection.  It has also been shown that this same statistical probability can be predictive of longevity and retention in a given organization and with a given manager. (Remember, employees don't quit companies. They quit bosses.)

We call this alignment representative of that person or candidate's "best fit" job.  Odds are you have never seen employee assessments like these.  It costs you nothing to learn more about them through Smart Work | Assessments. Contact us today to learn how you can improve performance and reduce turnover in your talent selection.