Relevance of a Category-1 Assessment
The theory, model and assessment process can be used effectively to structure interviews and observe behavior in order to predict under what circumstances people will perform well, and what will likely cause performance errors. The assessment can also be used when performance problems are occurring and identification of their causes are required.
Identifying Highly Motivated Prospects
Our methods reliably assess a prospect’s internal motivation to function at an elite level of performance in over 650 specific functions and 6 career themes spanning all levels of the corporate and social hierarchy.
“The best way to motivate an employee, is to hire one.”
The tool we use accurately assesses the psychological components critical to effective performance; it hails from the world of Fortune 500 companies, competitive athletics and military special services.
Workforce Performance in a Post-Pandemic World
A post-Covid-19 world will require a public and private sector workforce capable of adapting to a central hub & spoke distributive workflow process. What would normally take a decade of adaption, the pandemic has accelerated in less than a year, the use of wide-area networks and a distributive workforce founded upon an expectation of remote collaboration. This new organizational reality requires managers who inherently possess multiple leadership styles and can apply them with agility and adaptability to achieve corporate objectives.
“New Organizational Realities Require Agile Leadership”
With a high degree of predictive accuracy, Rutherford International is able to map an individual’s potential to succeed in their current and future roles and recommend career development targets to improve overall workplace performance.