INTEGRATED PERFORMANCE MANAGEMENT (IPM): Doctor, take the guesswork out of hiring once and for all!
Incorporate Integrated Performance Management in your hiring process and:
1. Increase hiring success to 75%
2. Reduce turnover
3. Minimize employee-related stress
Integrated Performance Management is a unique, candidate-to-job matching assessment.
This web-based, user-friendly assessment quickly evaluates an applicant against a known composite profile for high achievers in the same type of position, ie hygienist, assistant, administrative coordinator. The benefit is an accelerated insight into evaluating job applicants with competencies and personality traits that are needed for job success.
The assessment, using leading-edge Human Resources Management technology for increasing employee productivity and retention, focuses on job performance-based factors and is a state-of-the-art tool for:
The assessment is utilized to assess perceived attributes, motivators, character strengths and limitations relevant to the job in question. The assessment represents a more objective and consistent means of evaluating candidates for success in a given position.
- performance appraisals
- team building
The results of the analysis are designed to reveal talents, attributes or problems that otherwise would go undetected. When aptitude, personality and job-match assessments are combined with resumes, interviews and reference checking, the hiring success rate can increase to 75 percent.
With each assessment, a report is provided containing information about how well the candidate matches your needs. The report includes candidate and/or staff member information related to:
- Primary personality attributes
- Communication style
- Leadership style
- Motivational needs
- Primary motivators
- Primary de-motivators
- Decision making style
- Emotional intelligence
- Environmental / role adjustments
- Stress level and energy level
Based on the degree of matching, the report will also provide specific behavior-based interview questions to ask that will help determine if the candidate's degree of adaptability will make them a good match for the job and the practice.
The end result is a comprehensive analysis of factors leading to compatibility, performance, ability to adapt, and likelihood of job success.
IPM and Emotional Intelligence: How the two are linked, and why it matters to you…
Read more about the link between IPM and Emotional Intelligence
People with high Emotional Intelligence (EQ) tend to be more successful in life than those with lower EQ, even if their classical IQ is average. The EQ factors that are measured with Integrated Performance Management (IPM) include:
Personal Competence: How well do you understand yourself?
Personal Insight Measures
Emotional Self-awareness: Readings one’s own emotions and recognizing their impact; using “gut sense” to guide decisions
Accurate Self-assessment: Knowing one’s strengths and limits
Self-Confidence: A sound sense of one’s self-worth and capabilities
Emotional Self-control: Keeping disruptive emotions and impulse under control
Transparency: Displaying honesty and integrity; trustworthiness
Adaptability: Flexibility in adapting to changing situations or overcoming obstacles
Achievement: The drive to improve performance to meet inner standards of excellence
Initiative: Readiness to act and seize opportunities
Optimism: Seeing the upside in events
Social Competence: How well do you understand others?
Interpersonal Insight Measures
Empathy: Sensing other’s emotions, understanding their perspective, and taking an active interest in their concerns
Organizational Awareness: Reading the currents, decision networks and politics at the organizational level.
Service: Recognizing and meeting follower, client, or customer needs
Social Agility Measures
Influence: Wielding a range of tactics for persuasion and influence
Conflict Management: Resolving disagreements
Building Bonds: Cultivating and maintaining a web of relationships
Teamwork and Collaboration: Cooperation and team-building