shadowmatch overview
TRANSCRIPT
Shadowmatch®
Solution Overview14 January 2014
Agenda
Solution Overview
Introduction
The Research
The System
Applications
The Benefits
Conclusion
2
What is Shadowmatch®?
Introduction
Internet based behavioral assessment system that measures:Habits and behaviors
Attitude
Efficiency
Conceptual Ability
Shadowmatch is not a personality or psychometric test and does not categorize individuals
Shadowmatch fits into the category of „in-basket simulations‟
Objective ‘worksheet’ based systemAnalyzes the existence, frequency, pattern & intensity of behaviors through the completion of tasks
Supports the entire employee lifecycleRecruiting; re-deployment; succession planning; performance management; career planning; exit planning
3
Shadowmatch® Background
Introduction
Scientifically sound
20 years of research
The Shadowmatch® methodology & system took a team of specialists 10 years to research and design
Extensive research & testing to ensure sound scientific results
16,000 individuals participated in the research
Professionally validated
Academia and private sector participants including Deloitte
Latest technology
Combines fuzzy logic, probability logic/theory and complexity logic/theory
Dynamic consistency matrix without any pre-defined profile
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Sample Customer & Partners
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Agenda
Solution Overview
Introduction
The Research
The System
Applications
The Benefits
Conclusion
6
3 Key Questions Sparked the Research …
The Research
1. What makes people successful?
2. Why are competent people
sometimes successful in one
position but fail dismally in the next?
3. Can we predict an individuals probability of becoming successful in a position?
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PERSON
TASK
Research Findings
Research
If the environment (team, department,
organization) doesn’t match the habits
of the individual, that employee has a high
propensity to fail!
Predictable success requires a
contextual match in behavior!
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Research Findings
PERSON
TASK CONTEXT
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“Candidate Context Synchronization”
Research
Implementing the Research
The Research
10
How do you map the context?
Instead, map the existing top performers within a specific context …
??
SOCIAL
CULTURE
LEADERSHIP
TEAMS
PROCESS
POLICY
INTELLECT
LOCATION
What are Top Performers?
The Research
Individuals whose success you would like to „clone‟
Top performers have been scientifically proven to accurately share a same habit and behavior profile
Profile incudes their habits and behaviors, attitude, efficiency and conceptual abilityTypically unique for every given role & working environment
Ideal top performer criteriaIn the job for more than 8 monthsConsistently meets/exceeds performance targetsPositive towards the job & positive influence on colleaguesMotivated and enthusiastic
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Based upon the research, there are no “ideal profiles” for any specific working environments
Agenda
Solution Overview
Introduction
The Research
The System
Applications
The Benefits
Conclusion
12
What does Shadowmatch® Do?
The System
Creates dynamic BenchmarksBased on the habits of the top performers (by specific environment & job)
Creates a Recruitment SpecificationBased on the top performing benchmark for that job
Visual Matching ResultsComparison of individuals to the benchmark
Detailed Matching ReportImmediate and actionable information
Full Personal Feedback ReportValue added takeaway for the employee or candidate
Provides a full Interview PackFormal interview process based on the benchmark
Provides 16 Personal Development ProgramsRecommended based on the individuals’ difference to the benchmark
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How does it work?
Online Training(4 hours)
Identify Top Performers
Survey Top Performers
Validate Benchmarks
Survey Candidates
Recruitment Specification
Generate Interview
Packs
Hiring Decision
Survey Employees
Implement PDPs
Review Results
Multimatch Redeployment
Validate Benchmarks
Team Development
Review Top Performers
Review Results
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Key Shadowmatch® Strengths
The System
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Strength Impact
Objective survey worksheet • Consistent & accurate results• Better decision framework
Fully automated & self-managed • Minimal HR ‘overhead’• Easily mass deployed• Immediate results• No consulting
Comprehensive results • Behaviors, habits, efficiency, conceptual, attitude
Dynamic benchmark creation • Unique by role/position/location• Never a predefined template
Multi-match capability • “Best person for the position”• “Best position for the person”
Formal interview support • Benchmark specific interviews• Formalized feedback on candidate
Personal development programs • Actionable employee development• Measurable results
Agenda
Solution Overview
Introduction
The Research
The System
Applications
The Benefits
Conclusion
16
Addresses the Entire Employee Lifecycle
Applications
17
Recruitment Selection DevelopmentPerformanceManagement
Career & Succession Planning
Exit
Career Planning
Succession Planning
Ensures Top Performer management from sourcing to exit
Provides a single system with multiple applications
Agenda
Solution Overview
Introduction
The Research
The System
Applications
The Benefits
Conclusion
18
Business Benefit Gained
The Benefit
Precision behavioral development
More effective selection framework
Improved poor performer recovery
Improved ratio of top performers
Reduce staff turnover numbers
Greater cultural cohesion
Increased productivity
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Improved Return On Employment! (ROE)
Agenda
Solution Overview
Introduction
The Research
The System
Applications
The Benefits
Case Studies
Demonstration
Conclusion
20
Why Shadowmatch®?
Conclusion
21
Differentiator Impact
Objective survey/assessment system • Consistent & accurate results provides better decision framework
• Doesn’t require employee ‘self-assessment’• Graphical people / organizational / cultural map
Fully automated & self-managed • Minimal HR ‘overhead’ & streamlined mass deployment
• Company dashboard with immediate results• No dependence on consulting resources
Optimal price point • Supports large scale deployment• Cost effective at every organizational level• Complimentary with higher cost assessments
(skills/personality/psychometric)
Addresses the entire employee lifecycle
• One system supports recruiting; re-deployment;career & succession planning; performance management; poor performer recovery; exit planning
‘Positive experience’ philosophy • Uniquely enjoyable survey• Facilitates team building & conflict resolution• Generates employee ‘buzz’
Example Reports
H
Habits Chart
For more info please contact
Quintin Basson
+27 82 442 4284