Employee Selection with the TAIS Assessment

Making an impact with the results of TAIS Assessment Profile Results! Using the TAIS assessment to reduce the risk of new employee “fit” failure. Let Stryder Performance and the TAIS Assessment assist you in getting it right when it come to new employee selection!

Success or failure on the job is determined by three factors:

  1. Skills and Abilities
  2. Motivation and Desire
  3. Goodness of Fit Between Job Demands and Employee Psychological Characteristics

Most employee selection programs focus on required skills and motivation, and most do a very good job evaluating these factors. However, most job failures cannot be traced back to skill deficits or problems with motivation. More often than not, employees fail because their psychological strengths and weaknesses are not well matched to the demands of the performance environment. Additionally, the highly competitive nature of today’s business environment places increased emphasis on an employee’s ability to perform effectively under pressure. How well someone holds it together under pressure is entirely a function of psychological factors.

What is the TAIS instrument?

The TAIS (The Attentional and Interpersonal Style) inventory is an easy-to-use, highly accurate, thirty-minute exercise that provides an in-depth assessment of an individual’s strengths and weaknesses within your business environment. TAIS was developed by Dr. Robert Nideffer, who has been honoured for being one of the 10 most influential Psychologists in this century, in part because of his work with TAIS.            

TAIS Measures “The Right Stuff”

The Attentional & Interpersonal Style (TAIS) Inventory accurately assesses the psychological components critical to effective performance. The origins of TAIS are in the world of competitive athletics, and for over 40 years, TAIS has been used to determine who has the psychological “Right Stuff” to compete at the elite level of sports, armed forces, and business. TAIS reliably measures whether or not a person can stay focused and keep their emotions under control, which are the core elements of performing well under high-pressure conditions.

Benefits of using TAIS for Selection and Screening
With TAIS you are able to shave valuable time off getting to know a candidate. You are able to “go        fast to go slow” in your analysis of what you have in a candidate. At a minimum, the assessment will add to your list of questions for a candidate in a subsequent interview or in reference verification. Often the assessment will uncover the hidden gems or potential pitfalls regarding a candidate that you would eventually recognize but only after they have been hired. A TAIS assessment allows you to script your questions to gain an understanding of the candidate that is just not available with other processes.
The Assessment Process and Outcomes 

A client has a candidate complete the assessment exercise. The client receives an executive coaching report designed to give specific developmental needs and actionable skills improvement techniques. Additionally the report will hi-lite the candidate’s strengths and overall profile attributes. The report will also include suggested interview questions based on the TAIS assessment results. These questions are targeted questions aimed at providing the client additional insight into the candidate’s self-awareness, knowledge of developmental needs and attributes and what the candidate does with this knowledge. There can also be a section provided based on client needs on “how to manage” techniques and recommendations that will prove useful in the management of the specific candidate. The client also receives a 15-to-30 minute verbal review complete with key strengths/weaknesses and suggested questions, related to warning signals identified in the assessment, to ask in a subsequent interview (this is often done via a phone call with the client). In addition client receives an in-depth assessment report (of approximately 25 pages) on the candidate (this computer generated report) that may also be provided to the candidate if the candidate asks to see the report