Success requires a great fit with a candidate/employee, job, and organization. SuccessFinder provides analytics to so you can assess both:
Our powerful talent analytics support your decisions about fit across an employee's career — selection, development, performance, and succession.
I believe, and always have, that behaviour is the most important aspect of hiring. You can teach a skill, but you can’t teach the behaviour about how to make the most of that skill. SuccessFinder brings behaviours to light and quantifies them for us against what is crucial to our organization.
Frank Monteleone, Vice President, Human Resources and Organizational Effectiveness , Rexall Pharmacy Group
Today, companies spend $3B on assessments with poor results (less than 13% engagement). We fix this by helping people discover their unique passions and suggesting roles that optimize their potential.
Unlike other assessment providers, we provide a single tool that can be used across the organization: for all roles and levels and at every stage in the employee life cycle.
Like the human genome project mapped human DNA, SuccessFinder maps behavioural DNA. Coupled with benchmarks, it will predict job fit and identifies high-performers and transferable skills.
Key HR functional areas that the SuccessFinder assessment supports:
SuccessFinder predicts career satisfaction and success based on discriminating factors — behavioural traits and competencies. These factors plus knowledge and skills are vital in determining performance. High performers in each role share a common subset of behaviours. Our talent analytics compares each candidate's profile with top performers. Based on this assessment, SuccessFinder predicts the success of a candidate with 85% reliability. Its reliability is ranked the highest in the industry — at level C1 — by the American Psychological Association for its accuracy.
SuccessFinder's assessments include 85 distinct behavioural traits, 35 career themes and 26 behavioural competencies— and their relationship with 2,500 occupational titles and 500+ career benchmarks. We show you how to use SuccessFinder's powerful analytics throughout an individual's entire career as well as apply it to team dynamics.
Completing the SuccessFinder questionnaire is easy: the cloud-based test takes 60-90 minutes to complete. And it can’t be gamed: the 340 forced-choice questions mitigate the impact of social desirability. The user experience with results can range from a self-administered review to an in-depth consultation with our certified experts.
The test can be analyzed for one person or hundreds. SuccessFinder captures, analyzes, and reports through an easy-to-use portal. We provide personalized feedback via video call. We offer our services worldwide.
The SuccessFinder questionnaire is easy; it takes about an hour to complete.
We create precise results to capture the complexity of an individuals’ behavioural profile with comprehensive explanations.
Our expert models extract targeted behaviour information and benchmark it against more than 500 career success profiles benchmarks of high performers.
Our precise and comprehensive reporting simplifies your decision making. We offer self-standing reports, an online journey and in-depth consultation with our certified experts.
We were honoured by the recognition and thrilled at the momentum for Behavioural DNA career mapping. As SuccessFinder customers will attest
behaviour is the often overlooked “secret sauce” needed to adequately recruit for high impact roles, or identify the right people to for succession and leadership.
We’re proud to see their use, and the industry’s notice, of our scientifically-proven assessment solution —including a high-performance benchmark across more than 500 job roles—that provides up to 85% predictability for career success.
We are all about evidence-based decisions. Here are some of the incredible business results with SuccessFinder three industries.
PharmaSuccessFinder used to recruit in the consumer health division of a 58B global pharma company
Based on SuccessFinder hiring recommendations, turnover was cut in half
Insurance93% of sales advisors pinpointed by SuccessFinder as high performers met or exceeded performance expectations 1 year later
The company avoided over $150K in training and onboarding costs due to better hires with higher retention rates
RetailLarge global retailer, SuccessFinder consistently pinpointed high performing store managers based on customized benchmark thresholds
Once hired, these performers generated an average of $15,000 more revenue per store per week ($375K/year)
This of career development as a journey. Your career development plan is to get you to the next milestone on your journey. SuccessFinder Career Development leads to career success and satisfaction. We encourage you to review your plan annually and adjust as needed. You need to make your way around our cycle annually.
SuccessFinder career development is unlike other assessment approaches. We offer a single tool that can be used across the organization: for all roles and levels and at every stage in the employee life cycle. We help people discover their performance strengths and suggesting roles that optimize their potential. Our talent analytics are essential to an effective career development plan. SuccessFinder offers a predictor of success in any role.
In addition, SuccessFinder is only career assessment tool committed to meeting the rigorous APA C1 standard based on its validity for decision-making.
We offer an employee career development plan and a personal development plan.
A bad hire is bad for business. It wastes time, and stresses the organization and the person you hired and fired. Our approach to achieving strategy of business success focuses on achieving value for the shareholder and has two necessary conditions: satisfied customers and a satisfied workforce. We drive employee success and career satisfaction.
We use SuccessFinder in all our talent analytics used for selection, employee career development, succession planning, team development and leadership coaching.
Using performance competencies, we can provide an additional view of a candidate versus a higher performer.
In addition to technical skills, academic background and professional experience acquired, an individual’s natural behavioural tendencies are crucial elements to achieving success at work. Our goal in creating this model is to provide better ways for organizations to capture these natural behavioural tendencies and leverage them to develop the strong, resilient leaders required to drive today’s business strategies. SuccessFinder measures 85 performance traits. The 26 performance competencies consist of three to six behavioural characteristics. The competencies are grouped into five categories. They are very useful for developing a performance plan as they reflect the interaction of the traits.
How the traits combine along with a career theme in different dynamic combinations to predict business and career success. These combinations constitute the complex behavioural trait dynamics that we see in the workplace and can be measured using competencies and a readiness to influence others directly.
Performance competency is the kind of skill set that an individual should have so that he or she can meet the goals of the organization. Measuring performance competency is a tough job for any human resource manager. SuccessFinder makes it easy. Due to the increasingly complex structure of the organization, it is imperative for individuals to have a good and healthy relationships with people across departments.
In some organizations, including behavioural competencies is part of their appraisal as well.
Understanding performance competencies play an essential role in succession planning, workforce planning, and training and development.
We believe that your success growth is mutually beneficial. We offer strategic insights and process to jointly determine what needs to be done. Unlike many consultants who will tell you what to do, we work with you to show you how to do it. While we are happy to undertake the complete implementation of a project, we prefer to transfer knowledge, coach and teach your team how to do it.
From filling a short-term executive gap to the implementation of a major program of organizational structural change — hire Allenvision. We provide valuable expertise and insights to help you achieve your goals and execute a strategy.
When is the right time to hire Allenvision?
What on-going steps should you take to ensure you get the best out of a client-consultant relationship?
Overall, Allenvision brings a wealth of strengths to your business and can deliver a full range of services. So, if you are seeking a solution to a particular business problem, developing your employees, creating succession plans, undergoing organizational change or can see new market opportunities but lack the resources to follow them up, Allenvision may be the answer you need.
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Kim Allen brings clients a big-picture view that balances innovative thinking with the practical mindset that can only be gained by leading organizations. He draws on his 25+ years of accomplishment as a chief executive in the public, private, regulatory, and association sectors and experience across all major business functional areas. As an agile leader, Kim works with business leaders around the world to build and strengthen governance, strategy, organizational alignment, and operational excellence. Also, he works with clients to find and develop exceptional leaders. Kim cares about the people and understands the bottom line.
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