We offer a variety of tools to help our clients select the best candidates and evaluate their employees’ performance. We offer Outplacement Services and we help our clients resolve employment disputes.
- Few controversies are more damaging to a business than a dispute with an employee. In today's environment, a single major employment issue can cost legal fees and the payment of potential damages, along with an erosion of trust and its reputation. A conflict with a key executive can damage a well-established company. The task of handling the dispute can distract and unnerve an otherwise reliable and efficient management team. This situation warrants a strategy that eliminates the possibility of disruption and distraction, and the financial, emotional and reputational cost to business.
Companies often embark on litigation in resolving employment disputes because management does not adequately comprehend the consequence of such litigation and the psychological effect it may have on the business at hand. Once begun, it can be hard, if not impossible to stop. Each step of the litigation process leads to the next, with companies often finding themselves at the courthouse door after expending all financial, political and emotional efforts to resolve cases.
When a terminated or current employee makes a claim against their employer, it is generally in the interest of both parties to attempt to resolve the matter early through a procedure called mediation. Our experienced mediators meet with the parties to help them resolve the dispute. Our involvement significantly increases the chance of a resolution by facilitating open communication, and encouraging both parties to focus on their real interests, and to eventually find a resolution that satisfies both sides.
- We’re here to help your outgoing employees take their next step. We’ll help them discover new possibilities and reduce the time it takes to find a new job.
Our programs are customized to fit your organization’s needs, and tailored to serve individuals at all levels. Whether you need support for one individual, or a full onsite career center and consulting for a significant corporate restructuring or downsizing, we are here to help you.
We bring a holistic perspective on change management, helping you to take care of both the employees who are leaving and remaining employees, ensuring sustained engagement and preserving your employer brand.
- When you are at the start of establishing a great workplace, how can you make the case for investing in culture?
When employees decide to leave a company, the organization faces a loss. A loss that goes beyond the employee taking their organizational knowledge along with them. It involves the costs of selecting and hiring new employees, transition fees, disruption to the talent pipeline, often amounting to one to three times the employee’s salary, depending on his or her level of skill.
Simply put, focusing on building a great workplace – a place where people trust the people they work for, take pride in the work they do, and enjoy the people they work with – creates an environment that employees will less likely want to leave.
Changing your company’s culture can be one of the hardest tasks you will have to do. It is part of human nature, to instinctively reject any change, even if the change will be beneficial in the long run. Fear and anxiety arise as people wonder: Will I have as much power under the new rules? Will I have job security? Will the new way be better or will it lead to a whole new source of frustration? To win the hearts and minds of your coworkers, you must be cunning about how you approach the creation of a new corporate culture.
At Just Talent, we help our clients develop a unique culture and build a great employer brand.
- ISON Psychometrica tests were designed in collaboration with the following organizations:
• University of Minnesota
• University of Harvard
and the following entities:
• Performance Assessment Network (PAN)
• Psychological Assessment Resources (PAR)
Every test consists of a structured, systematic and weighted process that securely and precisely predicts specific mental characteristics.
• Personality Tests
• Abilities Tests
• Occupational Skills Tests
• Values Tests
• Vocational Interest Tests
• MMPI-2 (Psychopathology Tests)
- e-mellon is a contemporary Complete Online Career Guidance System.
It runs entirely on the internet. All questionnaires are completed online from every personal computer that has internet access. It is user-friendly and does not require any specialized technical skills.
This evolutionary program takes place in three phases. In the first phase, the system reviews a student’s abilities to identify their competitive advantages. In the second phase, it examines their personality traits to conclude what suits them best. In the third stage, students fill in the questionnaires that imprint their vocational interests.
The goal of the system is to help students acquire self-knowledge, clarify what role fits them best, along with what they like and what they are good at.
In this way, they can make the best possible career choice.
e-mellon addresses junior high and high school students. It includes the following tests:
• The Vocational Interests Test aims to clarify vocational interests and fill in the Computerized Exam Sheet.
• The Abilities Test assists students identify their abilities and choose a scientific field.
• The Personality Test focuses on self-knowledge, helps discover their character’s strengths and weaknesses to make the best career choice.
Which professions are suitable for my character, so that I can be satisfied with my career choice?
e-mellon, through its Vocational Interests Test, helps students answer this question, as well as broaden their knowledge of the job market, translate their interests in professional fields and make realistic educational and vocational choices.
- Minnesota Multiphasic Personality Inventory MMPI®-2
MMPI®-2 is the most frequently-used tool in the world to assess adults' psychopathology. It includes more than 100 scales, among which are validity scales, clinical scales and sub-scales, category scales and complementary scales.
Use
• To assess social and personal malfunction symptoms
• To formulate clinical diagnosis
• To project effective therapy strategies
• To evaluate participants of addiction cessation programs and to select the most appropriate therapeutic approaches
MMPI®-2 is also used to identify psychological factors that relate to personnel selection for high-risk positions, such as:
• Antisocial behavior
• Interpersonal mistrust
• Deviating thoughts and behaviors
• Emotional instability
• Ego Power
• Guilt predisposition
• Drug abuse predisposition
It is also used in career counseling, as well as marriage and family counseling.
The following special characteristics are measured:
• Hypochondriasis
• Depression
• Hysteria
• Psychopathic deviance
• Masculinity-femininity
• Paranoia
• Anxiety reactions
• Schizophrenia
• Hypomania
• Social introversion
• Stress
• Repression
• Ego Power
• Sovereignty
• Social responsibility
• College maladjustment
• Meta-traumatic stress disorder
• Conjugal stress scale
• Hostility
• Over-controlled hostility
• MacAndrew’s alcoholism scale – revised
• Addiction acceptance scale
• Latent addiction scale
• Sex role scale
• Aggression
• Psychosis
• Lack of incentives
• Negative feeling/Neuroticism
• Introversion/Low positive feeling
A computer automatically corrects the questions and reduces results diagrams.
Only specially trained psychologists are allowed to review the results.
- Successful leadership throughout an organization is critical to a business striving for success. 360-degree feedback aids in evaluating the current leadership structure in your business to ensure maximum productivity.
360-degree feedback offers a useful method of analysing and evaluating leadership infrastructure through the use of multiple feedback sessions with managers and employees. This service can provide an organization with a greater understanding of the role leadership plays, in performance in a management role and can identify strengths and weaknesses for promoting improvement.
Through 360-degree feedback, organizations can determine their advantageous skills, areas and attributes, as well as ones they need to work on – which will help them become better equipped in today’s society and improve their productivity.
360-degree feedback is not only used to gain feedback about organizations but about their employees as well. This way an organization can evaluate the relationship their employees have with their clients, and how they can improve it.
360-degree feedback is important as it enables an organization to gain a desirable insight into their company, its strengths, and areas for improvement.