Support

Have a question or need help with our products or services? You have come to the right place. Here you will find answers to frequently asked questions, links to related websites that support or products or services and downloadable documentation. If what you are looking for is not available here please feel free to complete the FAQ form provided and we will do our best to answer you right away!


FAQ'S

How do your assessments help me develop my people?

Profiles’ career assessments help you develop your employees by identifying precisely their skill gaps, 360 degree feedback, and occupational interests, as well as their natural work-related behavioral, attitudinal and motivational tendencies. In addition to providing you with information, we also provide you with tools and training to use the assessment data for improving their performance and productivity, and relationships with customers, co-workers and managers.

How do your assessments help me select the best people?

Our career assessments give you deep, objective insight into a candidate’s personality, behaviors, and interests necessary for success. These include:

  • Work ethic, reliability, and integrity
  • Fit with the job
  • Fit with the team
  • Fit with the manager

For example, the ProfileXT®(PXT) helps a manager benchmark top performers in a specific job to identify the qualities required for success, and then use this model as a basis to evaluate new candidates. Hiring managers typically receive training on the PXT that includes discussion of statistics showing that employees who come closest to these ideal profiles are most likely to stay with the company. The training also covers how to use assessment results and helps guide managers’ choices regarding what questions to ask in job interviews. The PXT is one input to the hiring decision. If the hiring manager decides to hire an employee who is not evaluated as a good fit, the information from the career assessment is not lost. This data provides valuable insights to the manager in order to develop a plan that will increase the individual’s success in the role – data the manager would not have had otherwise.

How does the assessment process work?

In most situations, your human resources department owns the assessment process in your organization and an HR manager will receive detailed training in all aspects of our career assessments. Part of this process will be to guide them through the implementation process and to train others who will use the system, such as hiring managers and those who manage employees.

Once your organization is set-up and everyone is trained, most candidates will take their career assessments online through your branded Profiles Assessment Center (PAC). You will use your private PAC to schedule candidates, generate reports, and manage candidate data. Scheduled candidates will receive a link from the system to take the assessments. They do not need to be present at your facility and proctoring is not necessary. Immediately after the completion of the assessment, you will be able to access to the results and all of the available reports for that candidate.

The assessment results serve as a guide to enhance your due diligence and make the best decisions for you and your organization.

How will your career assessments help me be more successful?

We will help you save time, reduce hiring mistakes, and make better personnel decisions related to promotions, team building, and succession planning. These will also help you to better manage, motivate, and develop them.

Our career assessments enable you to uncover objective information about your candidates and employees' personalities, behaviors, interests, and abilities. This insight helps you to quickly screen out unsuitable candidates and match others with jobs that fit their inherent capabilities. It also helps you understand strengths and limitations for successful onboarding, and identify opportunities to enhance performance and maximize their long-term contribution to your organization and team.

What is the difference between counselling and coaching?

While there are many similarities and overlaps between counselling and coaching, the main difference is focus. In counselling, there may be an emphasis on focusing on the past and its impact on the present. In coaching, the emphasis is more on the present and the future. While some counsellors help clients set goals, setting and achieving goals are the cornerstone of the coaching process. The duration and depth of exploration is greater in the counselling process, so coaching is often found to be a more economical and efficient process for the fast-track client. While counselling is usually done face-to face, coaching can often be done by phone.

As in all the services provided by Performance Pathway's, you can expect the counselling and coaching processes to be collaborative ones. Developing a plan of action is done jointly with guidance and support.



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