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Assessments

Assessments

REACH Human Capital assists clients in the development and implementation of on-boarding and employee engagement programs. These processes are designed to assist business leaders in the selection, hiring, and orientation of new employees. Assessments can help predict culture and team fit, job match and longevity of new hires. A well-designed on-boarding strategy and evaluation program can ensure better job match and reduce labor costs.

Let us help you:

  • Determine if an individual is the right fit for a given new position or promotion.
  • Determine the right brain or emotional makeup for a candidate regarding: energy, stress, optimism, self-esteem, work ethic, work detail, adapt to change, courage, direction, assertiveness, tolerance, consideration and sociable skill.
  • Determine if there’s an external threat, like union activity or safety.
  • Evaluate job descriptions for detail and a fit with the company.
  • Determine if an existing employee is right for promotion / leadership development.
  • Improve the process of orientation for new employee(s) and to get them productive in less time.
From Our Blogs
Reducing Turnover of Semi-skilled and Unskilled Workers
17  April  |   Post by: Barbara Hermann/Sr. Consultant
I just read an article about absenteeism and turnover in war industries during World War II. A prominent Senator suggested a “work or fight” rule.
Leadership & The State of the American Workforce
10  April  |   Post by: Bill Catlette/ Executive Coach/Partner
What if our leadership was like a gust of fresh air?
Building Business Acumen
09  March  |   Post by: Agnes Pokrandt/Sr. Partner
How much business knowledge exists in your typical workforce? Can the average employee answer basic financial questions, such as, “What is our company’s earnings per share?” or “What is our co
3 Steps to Being More Like the Leader You Always Admired
28  February  |   Post by: Bill Catlette, Executive Coach/Partner
Along the way, we’ve all observed and noted better (I hesitate to use the word, “best”) habits practiced by leaders we have come into contact with. I’m willing to bet that most of those habits
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