The Founders of TAI base their Selecting Talent process on the evolution of selection science. TAI Founders are members of the Society of Industrial-Organizational Psychology (SIOP) and the International Association of Applied Psychology (IAAP). The primary goal of their Selection Process is to accurately assess the Can Do, Will Do, and Fit for each candidate for each job. TAI's goal is to improve client organizations' ability to fairly and scientifically predict the future performance and potential of the available candidates for a targeted job. This is the most transparent, accurate and fair way to select talent. If a candidate is slightly miss aligned with the Can Do, Will Do or Fit, the organization can make a decision as to whether or not, the miss alignment can be overcome by the strengths the candidate has, or if onboarding coaching or even training are going to be required to assure the candidate will be ready to meet the job requirements in a reasonable time frame. Development feedback is given to the candidate that is hired. We don't recommend waiting 3-6 months to see what happens, the hiring organization must prepare the new hire for success by sharing the candidate evaluation with the candidate, letting them know why they were selected.
Can Do addresses the candidates’ competency development acquired during their education and work experience up to date. The organization needs a process that fairly and accurately identifies that the candidates have attained a level of these competencies to succeed in the role they are being considered for. This involves verifying that the required competencies and problem solving abilities have been developed to a level that predicts their successful performance. The Job Analysis Questionnaire (JAQ) provides the competency benchmark for candidates to meet. We recommend reference checks are used to verify accomplishments the candidate has claimed in the interview.
Will Do addresses the candidates' capability and personality traits aligned with their desire to do this job in this organization and adapt to the work environment they will be facing. Will the work location, work schedule, remuneration, team and venue be aligned with their personality and preferences? Will they be motivated and engaged to succeed in this role? It is important to know this before hiring a candidate.
Fit addresses the candidates desire and motivation to align with the organizations culture and values. Are they likely to survive and thrive in this environment? Will they be a productive member of the team? How well are their interests and work styles aligned with the organizations culture and values? By focusing the organization's efforts on getting the answers to these questions, candidates will go through a rigorous, fair assessment of their developed capabilities and fit for the role.