By Gene Czuchnicki
Clients want to find employees who bring strength to the organization. A great tool to help achieve this objective is the Selection Model. We build models at most levels in the organization, as long as there are enough personnel to build a valid model to help with hiring decisions. For those who do not know what a PRADCO model is, let me explain. A model is a collection of behaviors that are specific to an organization’s culture and are characteristic of a high performing group of individuals in a given job. A model points to those behaviors that a hiring manager wants to replicate in new candidates to increase the probability that they will be successful in their jobs.
The process of building a model is straightforward and is based on PRADCO’s Competency, Sales, Driver, Leadership and Emotional Intelligence Indexes – just to name a few of the most popular indexes. The mechanics of the process are quite manageable and put little burden on the organization. Once the model is constructed, it can then be used as part of the organization’s existing hiring process.
If the company elects to go no further with the PRADCO process, the model provides them with valuable information that they would not ordinarily obtain on a potential hire. The company learns more about the person and the key areas to be probed. More information can be obtained through a PRADCO screening or assessment. It is not unusual to have a person match a given model and yet, on further evaluation, find that they have behavioral characteristics that raise questions about how successful they will be in that position for the company.
PRADCO strongly recommends that our clients build models to help with hiring decisions. They are cost-effective when used as part of a two-step hiring process. The model can be used as a preliminary screening tool to reduce the applicant pool to the potentially better candidates. After further review by the organization, the remaining applicants can be further evaluated by other PRADCO processes to distinguish between candidates and increase the probability that the most effective individual is then hired.
Over time, using a model as part of a two-step hiring process increases the strength of the pool of individuals in a given position. This occurs because the candidates that are subsequently chosen at least meet, and generally exceed, the model parameters that were initially calculated for the position. Over the long term, these better employees only help to strengthen the organization.
Posted by PRADCO 
