Staff Performance
A proven scientific process that assesses an individual’s hardwiring and life experience, translating that into fit for role and performance potential.
Bill Nalu and Stan Stokes discuss the importance of using data and information to enhance customer relationships and sales. They share their experiences with auditing phone calls and using personality assessments to identify areas for improvement.
For several years, the number of job openings has been larger than the number of job seekers for the first time since the Department of Labor began tracking job-turnover stats 20 years ago.
- There are 7.6 million unfilled jobs, but only 6.5 million people looking for work, according to the most recent figures (U.S. Bureau of Labor Statistics)
- Employers say blue-collar jobs are harder to fill than those requiring a college education. “That's especially true of positions that require skills and training.” (Don Sjoerdsma)
- The working age population in the United States is becoming more educated and choosing not to enter the technical trades. The number of degree-holders in the labor force grew from one-quarter to two-fifths of the labor force in less than 25 years. (Deloitte)
- Labor force participation has been declining for decades. Labor force participation peaked at 67 percent in 2000 and has been declining ever since. It's projected to decline to 61 percent by 2026. (U.S. Bureau of Labor Statistics)
- Baby boomers are retiring and not being replaced quickly enough. About 10,000 baby boomers reach retirement age every year, and 5,900 leave the labor force. (Pew Research Center)
- Over the decades, the participation rate of prime-age workers, especially men 25 to 54 years old, has fallen steadily, from 98 percent in 1954 to 88 percent today. (U.S. Bureau of Labor Statistics)
- Does your hiring process involve intangibles like feelings, “feels like a good fit,” “seems like a good candidate,” the candidate is “likeable”?
- What if you had the same evaluation tools available to you that recruiters and successful Big Business across the country have?
- What if you had insights into each of the candidate's potential obstacles and natural tendencies before they show up for work?
The downside is that these methods are unreliable and unpredictable. An assessment gives you a clear predictor of fit and performance potential of each candidate.
The Iron Fist assessment process brings a proven scientific approach to hiring by leveraging an industry specific, standardized, reliable and statistically valid assessment, providing consultative insights into an individual’s potential obstacles and natural tendencies. Helping our clients make hiring decisions that are data driven, not feeling and emotion driven.
We utilize the First Online Assessment group, which has been in business 35 years, with over 3,500 clients worldwide (40 countries, 40 languages), has a Database of more than 35 million completed assessments, & 3,500 validation studies of high performers in multiple industries.
What We Do
Assess
Gaining insight into your business procedures and culture.
Execute
A proven scientific process that assesses an individual’s hardwiring and life experience and translates that data into fit for role and performance potential around your business procedures and culture.
Audit
Insights into the impact the candidate or teammate may have on the team and company goals.
Advise
Ongoing insight and consultation on staff performance and fit for role.