As employers, we’re always trying to make decisions based on evidence. We want to hire the candidate who hands in the best resume. We want to promote the worker who offers the best track record.
Companies have long operated this way. We base our decisions on what we can see — after all, that’s what we know. At PeopleBest, our mission is to show you what you can’t see. We want to help you revolutionize your people decisions by giving you access to information you’ve never had before using AI-powered behavior assessments that analyze psychology with technology.
Below, I’ll walk you through three instances where PeopleBest can show you what you can’t see.
Area #1: Hiring
Most employers require candidates to submit resumes when they apply for jobs. In my humble opinion, this practice makes no sense. Resumes aren’t reliable sources of information. In a 2020 report from ResumeLab, 36% of Americans admitted to lying on their resumes. Accuracy aside, recruiters don’t spend much time looking at resumes; research shows they give each one only a glance.
My point? The resume is somewhat useless, and not just because it can be fabricated by candidates and ignored by recruiters. The resume is useless because it doesn’t show you what you need to know. It may sum up what a candidate has done in the past, but it doesn’t show you what a candidate can do right now. It doesn’t showcase a candidate’s skills, inclinations, or personality. And it doesn’t reliably predict who will rock a job.
Ok, so I’m sure you can tell my views on resumes, but I will extend one olive branch of peace. If you can use a resume to accurately determine the value of a person’s background and accomplishments related to what you need, then it’s worthy information. But I’m ready to die on this hill: Quality behavior assessments will give you more information than a piece of paper ever will.
Area #2: Growth
Employees are hungry for professional growth. They desire a path forward so intensely that many are willing to quit jobs that don’t offer one. And yet, we rely on the age-old yearly review to drive workers’ progress.
The standard performance review fails workers and employers. It’s taxing. It’s subjective. And it’s vague. Thankfully, there’s another way.
Behavior data allows managers to speak in specifics with their workers to propel progress all year long. Using scientific tools to unveil the patterns in your employees’ actions, thinking, preferences, and passions, you’ll see how they work and why. You use these tools like you use Google Maps. When you reveal a person’s innerworkings, you understand their starting point. This starting point helps you to set a destination — the place you want to be. Behavior data fills in the dots. It maps out the journey from starting location to desired destination.
Area #3: Performance
Most personality assessments can help employers decode behavior to help them hire better and grow people faster. But PeopleBest uses AI technology to determine the exact combination of behaviors and competencies needed to move the needle on performance.
I’ll return to my Google Maps analogy. PeopleBest not only provides the location, destination, and route. It provides multiple route options and an ETA, all while flagging cops, accidents and gas stations along the way. How? Because we customize our assessments to each job and company we work with.
Each of our clients define success in their jobs and companies differently. Using our analytics, PeopleBest unlocks the code between people and performance. The result is immediate and applicable to each of our client’s unique goals.
In these three areas and more, let us show you what you can’t see. PeopleBest can optimize your people decisions, making them simpler and more effective. Our software is fast, accurate, and cost-effective. Curious to see how it could revolutionize your workplace? Book a demo and set up a time to chat with one of our specialists.
PeopleBest is a revolutionary, simple and powerful way to capture the exact ‘DNA of success’ inside people, teams and companies
