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Work Skills Transcend Cultures Work Habits May Not
Since Chally is strongly established internationally, we're often asked what has to be done to alter the testing for different cultures around the world. For the past six years, we have been tracking performance on a Chally assessment versus actual performance on the job across many countries. Our goal was to develop a research database that would highlight differences that were based on geography or culture. For our comparisons internationally, we chose geographic, cultural, and economic regions that were very different. These included England, Sweden, Denmark, India, Indonesia, Australia, South Africa, Mexico and French Canada. The results were somewhat surprising, but very logical. Our research results provided clear evidence that the skill and competency scores are stable and equally applicable across cultures all over the world.

Other chally assessment Related Articles

Data Collection? Save Yourself the Trouble.
Why pay your consultant or internal project team to spend up front time collecting data that will only burn up hours (and fees) and inhibit the solution that you so sorely need? The time to collect data is during the assessment of the solution, not during the assessment of the problem.
Trouble with Personality Tests
Personality tests are commonly used for hiring in organisations. Personality tests attempt to measure a broad range of basic traits, such as the Big Five Personality traits or Emotional Intelligence. Although these may provide useful information on how to describe a person, research has repeatedly shown that they do little to predict how well a person will perform in a given job. Academic researchers are re-emphasizing what Chally reported over 30 years ago -personality tests are simply too broad to predict on-the-job performance. Chally, on behalf of the US Justice Department, found it necessary to research solutions well beyond the accuracy of this type of assessment; to identify and measure very precise, job-specific competencies, behaviours, and skills that have been scientifically shown to predict on-the-job sucess.

Work Skills Transcend Cultures Work Habits May Not
Since Chally is strongly established internationally, we're often asked what has to be done to alter the testing for different cultures around the world. For the past six years, we have been tracking performance on a Chally assessment versus actual performance on the job across many countries. Our goal was to develop a research database that would highlight differences that were based on geography or culture. For our comparisons internationally, we chose geographic, cultural, and economic regions that were very different. These included England, Sweden, Denmark, India, Indonesia, Australia, South Africa, Mexico and French Canada. The results were somewhat surprising, but very logical. Our research results provided clear evidence that the skill and competency scores are stable and equally applicable across cultures all over the world.

Sales Assessment Comparison - Objective Management Group vs. Devine
It's not often that we get to compare the assessment results of an individual that took our assessment and another. Why? Because most companies don't use multiple assessments that report on similar findings. Notice that I said "report on" and not "look at". While other assessments report on findings similar to ours, they don't look at or measure the same information to draw their conclusions. That's why the reports I received today make for such an enjoyable comparison.
Employee Testing and Assessments
According to the US Department of Labor all assessment tools used to make employment decisions are subject to professional and legal standards. For example, both the evaluation of a resume and the use of a highly standardized achievement test must comply with applicable laws. Assessment tools used solely for career exploration or counseling are usually not held to the same legal standards.
Benchmarking your Core Competencies
All organizations claim to have “core competencies” but few actually benchmark their capabilities to track and measure improvements over time. Take the time to evaluate your business from a high-level, and commit to continuous improvement. Use Demand Metric’s Core Competencies Assessment to set a baseline for your organization, and work to improve your score before your next self-assessment.
Risk Assessment & Analysis Techniques
Risk assessment is an area of concern for all senior executives, but many mid-sized enterprises do not have the skills, processes, or tools to effectively mitigate risks. Instead of reactively ‘fire-fighting’ and dealing with issues as they arise, consider adding simple risk assessment & analysis exercises to your project planning process. Download & customize Demand Metric’s Risk Assessment Tool, Risk Mitigation Checklist, and Risk Analysis (Fishbone) Tool, and add to your skills arsenal.
Case History - Sneak Preview of a Candidate
It never ceases to amaze me when clients receive nasty-grams from sales candidates who are - let's call it put-off - by the client's request that they first take our on-line assessment. The candidates receive a very nice email thanking them for sending their resume, explaining the client's recruiting process and asking them to take the assessment. You just wouldn't believe some of the notes I've seen. Name calling, cussing, threats, sarcasm, and more. Here's a typical sample:
The 360 Degree Trap
Many organizations use a 360 Degree Assessment to measure the effectiveness of leaders. I have always been a proponent of this method as it provides vital information required to improve leadership and build trust. There is a potential trap in this method if the assessment is strongly linked to compensation.
10 Reasons - Don't Worry When Sales Candidates Don't Take the Test
We instruct clients to have their sales candidates take the Sales Candidate assessment very early in the recruiting process. It's the first step after the client receives their resumes. Clients carefully spell out exactly how the entire process will work and explain that the assessment is simply the first step. Recent statistics show that only 34% of the candidates are taking the assessment without additional prompts. Isn't that awful? Maybe - let's explore it further. We should consider that the following ten scenarios are all possible reasons why candidates fail to complete the assessment:
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