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The RightFit Profile Process |
1. Identify the current talent
- If the supervisor has not already taken the Kolbe A™ Index, he or she must do so. His or her instinctive strengths will be taken into consideration to build the Range of Success™ report.
- Are there people in this position already that you consider high performers, employees you’d like to clone? If so, it is important to include those people’s Kolbe A™ results.
- If this position is unique, there is an option to see how the candidate will fit into your team by adding existing Cooperatives' (teammates') Kolbe A results to the data. Cooperatives are used for true team scenarios versus a replicated job situation.
- It is recommended that you speak with us to discuss High Performer and Cooperative scenarios.
2. Define the Job Requirements
- The direct supervisor and anyone in a position to evaluate the job completes the Kolbe C™ Index.
- All parties who evaluate this position’s performance will individually complete a Kolbe C™ Index.
3. Create a Profile of the Ideal Candidate
- A Range of Success is the profile that identifies the instinctive talents of the ideal candidate.
- It will include at least one Kolbe A and one Kolbe C completed by the direct supervisor, at a minimum.
4. Rate Candidates
- Candidates take the Kolbe A Index and their results are then run against the Range of Success for the position.
- A letter grade from A to F will be given to each candidate and a Candidate Report will be emailed to you along with our recommendations.
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