What if I could hand you a crystal ball for your talent selection and hiring decisions? How awesome would that be? What if you could know in advance your talents potential for success, risk of turnover, potential conflicts and more all before they occur? These are a few benefits of job benchmarking and predictive analytics.
How amazing would it be to see under the surface of your existing talent and future applicants to see if they have the Capacity to do the job or the assignment? Using the most current validated and reliable tools that meet EEOC and OFCCP requirements we can provide powerful insights. What is the likelihood an individual will be successful in your organization and for specific assignments? Granted there is nothing 100% certain in life. However, with when using people science we can significantly increase the odds of success!
It is easy to see if an individual has the pre-requisite training, certifications, and relevant experience. Those are all above the surface and easy to detect and validate. However, these hard skills are just telling you if they CAN do the job. What they do not tell you is, do they have the CAPACITY to do the job? Do they have the POTENTIAL to grow?
So, what does capacity even mean? Great question, the short answer is an individual’s CAPACITY to the do the job at the required level of performance along with their POTENTIAL for growth.
The following info-graphic provides an easy to understand visual. Here we have two vehicles representing your talent. Both are doing the same job, in this case traveling at 80 mph. However, one vehicle is running at almost max capacity without much else to give. They are running much hotter to coin an automotive phrase. While the other individual has double the capacity left, running cooler, and plenty potential left.
Which would you rather have on your team or placed on an assignment? The one who is working twice as hard to be successful, maxed out & possibly on the edge of breaking down. Compared to the alternative individual who requires half the effort to complete the same work.
Those with low capacity are more likely to burn out, make poor decisions, be unreliable, leave the position, and unable to take on any additional responsibilities. These individuals are more likely to increase your risk for liability. While those with higher clarity will be less stressed, more stable, high performing, flexible, resilient, and not as likely to make costly bad decisions minimizing your risk.
Additionally, having this amazing insight to your talent provides you the opportunity to create personalized development plans where needed. The talent is set up for success from day one with the training and development needed to reach his or her full potential.
The benefits of this process are countless ranging from
One of the People Science tools we will discuss in this and future articles is called Acumen Capacity Index (ACI) ™. The Acumen Capacity Index is based on a proven scientific methodology called Axiology developed by Dr. Robert S. Hartman in 1967. Dr. Hartman’s work “Foundation of Scientific Axiology” resulted in his nomination for a Nobel Peace Prize in 1973.
Acumen Capacity Index looks at three dimensions/values of an individual:
(Systemic = Systems-Thinking) (Extrinsic = Tasks-Things-Doing) (Intrinsic = People-Feelings)
These three dimensions are broken down into six variables split between World View and Self View.
Each of these variables are essential for high performing professionals & organizations. Whether it’s an Executive Protection Specialist, Work Place Violence Protection Specialist, Special Event Protection Manager, Security Driver, Security Guard, Loss Prevention/Asset Protection roles, or any protection position. Even high net worth individuals like Jack Ma of Alibaba understand the importance of People Science in their own business endeavors. Listen to his remarks around the 5:40-6:15 minute mark in this video. At PRS, we have adopted this (and more) into our hiring practices in talent selection strategy for all of our protective and consulting services personnel that are on staff. Feel free to reference PRS Radio Show #13 for more detailed information!
We will share in more detail throughout upcoming articles in this series.
Stay tuned to learn more!
If you have any questions, feel free to reach out and contact us!
Co-Authored by Michael Delamere