Realistic job previews (RJPs) give a behind-the-scenes look at what it's like to work at your organization. So participants have an indication of whether or not they’d be a good fit before they even apply.
At Korn Ferry, we use job analysis to identify the main requirements of the role (and your organization). Then we create a tailored preview that gives participants an in-depth understanding of what to expect from the role.
We design the assessment to give participants a positive and engaging experience, irrespective of whether they decide to apply. This helps reinforce your organization’s brand and saves you time – no more sifting through hundreds of unsuitable applicants.
Situational judgment tests
When you’re swamped with thousands of job applications, the challenge isn’t only to identify those best suited to the role. It’s to design a recruitment process that engages candidates and gives them a valuable insight into what it’d be like to do that job.
Situational judgment tests (SJTs) present the participant with a series of realistic work-related scenarios and assess their ability to make effective judgments in response to these scenarios. They then measure the participant’s responses against the criteria you’ve chosen (any combination of competencies, organizational values, culture fit, motivation, preferred behavior and attitude) to generate a ‘fit’ score if required.
This gives you a fast, robust and engaging way to sift unsuitable applicants out of the process – so it’s particularly useful for volume recruitment.
Korn Ferry offers a wide range of psychometric self-assessments you can use to hire new people and develop them when they’re in the role.
The first step is to browse through our growing library of best-in-class success profiles to find the one that most closely matches the role you want to fill. (You can tweak them to fit, too, or create new ones.)
We can then apply the right blend of assessments to find the person who best fits the role, only measuring and reporting on the things that really matter.
Do your employees understand the impact they have on the people they work with every day? Are they making the most of the insights others have into their performance?
Asking a leader’s team for feedback (180 assessment) will give that person a thorough understanding of how effective they are as a leader. Are they giving the team what they need and getting them to go the extra mile? And ultimately, are they leading a high-performing team, or creating a demotivating and low-performing environment?
We also have a world-class 360 competency assessment. Asking an employee’s team, manager, colleagues and clients for feedback on the behaviors they see in the workplace will give that person a broad perspective on how others perceive their performance. As a result, it should be a critical part of your talent development process.