A defining feature of PRADCO assessments is the focus on job-related behaviors. We do this because they are relatively easy to observe and measure, there are proven tactics for changing or sustaining them, and they are easy to connect with organizational goals and results. Contrast that with techniques that are more personality-based, and we are
I recently had a conversation with an HR leader who said her company uses assessments and coaching only for “targeted” purposes. This means that the only people at her company who will benefit from the personalized attention and support of a coach are those who are not meeting performance expectations. At PRADCO, we see lots
Character Matters: Five Pillars of Character in Law Enforcement Assessments Assessing people has been part of our work since 1955 but never before have we felt so compelled to incorporate character assessment into our evaluation process. We have witnessed and felt the tremendous pain public servants can inflict when questionable character gives way to unquestionably
As anyone currently involved with Talent Management knows, regardless of external factors, it can be a serious challenge to find the best people and ensure they end up in the right seats. Throw in a global pandemic and government-mandated social distancing and things quickly become even more complicated. While these complications can surface in many
Our world is moving quickly, and as leaders, there are times where we feel we can barely keep up. New technologies, changes in regulations, varying customer demands, and the usual myriad of challenges impacting our business occur almost daily. While we spend large amounts of energy focused on these specific challenges, one that often gets
The phone call has reached my desk many times before. On the other side of the line is a hiring manager or HR colleague who cannot believe what their eyes are seeing; an assessment report for their A+ job candidate that looks more like a C- outcome. “How could this happen?!,” they want to know.
Quality is something we all want to see in job candidates, but when does it become perfectionism? We champion ambition and recruit for it, but when does it become impatience, entitlement, or a warning sign of short tenure? Proactive employees are a prized commodity, but when does taking the initiative become a liability to the
Some of you may know that PRADCO has done research into the subject of implicit bias and has even hosted a webinar on the topic. In our municipal assessments, we have always examined the potential bias of candidates. Given our work in this area, it made sense to attend a session on the topic at
When looking to bring in a new employee, you may wonder if, beyond their resume, they’re the right fit for your organization. This is where a behavioral assessment can, through a series of choices, offer this type of detailed analysis. Behavioral assessments are a method used in the field of psychology to observe, describe, explain,
When individuals within your company don’t mesh with your core values, it can disrupt your culture.