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Job Performance

There are three major components that affect and drive job performance. Understanding these different components will assist in determining how to use assessments most effectively and safely. The three components that drive job performance are Skills & Experience, Attitudes and Core Job Fit.

All three must be reviewed and understood in order to make better decisions in selection, coaching development, succession planning, strategic workforce planning and personal career planning. Ideally, you will consider all three when designing a selection process.

It is always best to start with a solid benchmarking process and make sure that your process is capturing all three of these components in order to closely meet various legal requirements for using assessments.

	Skills & Experience:

Experience is shown on the CV and by past accomplishments. Demonstrations and skills tests can assess this area. This area is the easiest to change by providing additional training and developmental opportunities. This may also be assessed with 360-degree surveys to find out if skills are being demonstrated.

	Attitudes:

Attitudes, Values, Counter Productive Behaviours, Styles, and Motivation are initially assessed during the interview process and by using tools such as Honesty/Integrity tests like CandidClues™. Once employed, these can be assessed by attitude surveys and corporate climate surveys such as 360–degree surveys. Determining the underlying basis of these perceptions or attitudes and then addressing possible root causes to eliminate the problem become more straightforward.

	Core Job Fit:

Assess Job Fit – the match between the competencies required for on–the–job success and the competencies of the various candidates, using assessment instruments such as JobClues™. This area is the most difficult to change, because many of our core traits are developed at an early age.