State-of-the-Art Selection Systems
The Chally assessment is based on extensive and ongoing actuarial research. The database includes profile results and measures of performance for over 400,000 incumbents and candidates in sales, management, and specialized functional positions. Chally has completed over 400 validation studies and continues to leverage state-of-the-science techniques for new clients to accurately predict on-the-job performance.
Beyond Describing to Predicting
We focus on predicting success on the job rather than describing broad traits like “extroversion.” We have researched and developed scales that measure the specific skills and behaviors needed to be successful on the job. It may be interesting to know a candidate’s energy level, for example, but it is critical to know that the sales candidate can successfully prospect, resolve objections, and close.
This approach has led to identifying specific skill requirements for different positions. The skill sets required for a Strategic Account Manager, for instance, are different from those needed by someone in Inbound Telesales, even though they are both sales positions. This approach is true for sales, management, and numerous other leadership positions.
Features |
Benefits |
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Focused Sales and Leadership |
Objectively pinpoints only the skills for the specific position that affect bottom-line results |
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Description of “on-the-job” behavior rather than abstract “good guy characteristics” |
Focuses on specific behaviors that affect results, and that can be observed and coached |
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Validated Profiles |
Substantially improves selection accuracy from existing methods |
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Quantified (numerical) Skill Measures |
Predicts actual level of performance in comparison to present force; provides firm instead of vague or hedged recommendations |
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Coaching Tips for Weaker Skills |
Provides immediate targets for development based on recommendations from top performers |
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Dedicated Account Management Representatives |
Your Account Manager will acquire experience with your company in your market |
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Quick Turnaround |
Fewer delays and loss of good candidates |
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Hidden (not obvious) scored items and built-in validity scales |
Discourages attempts to manipulate the test results Adjusts scores of “fakers” to better reflect actual on-the-job behaviors Permits non-monitored administration of the test |
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Report for the Candidate available |
Provides results review vehicle at hiring when candidates are more receptive |
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“Summary” Reports available for Validated Positions |
Reduces cost to evaluate non-qualified applicants |
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Selection Audit |
Selection scales adjusted periodically to reflect new needs or market changes |