Hire Even the most impressive résumé and job interview can't tell you if a job candidate is a good match for a specific position, workplace and management style. Would you like to learn how a candidate may actually work in a certain position, and not just wonder from the interview presentation in which they hype their strengths and downplay their weaknesses? •  Do you want to know how they communicate in everyday situations? •  Are they a self-starter or need a push to get going? •  Do they work at a steady pace or have trouble completing one task at a time? •  Are they able to work independently of a manager needing to look over their shoulder? You need a hiring tool that can help you evaluate a candidate's most probable personality tendencies to ensure the best fit possible. This is where The Omnia® Selection Profile Report can help. We compare the candidate's personality characteristics to information you provide us about the demands of the job and workplace. Assess Position Needs Before you can place a job ad or start interviewing candidates, you need to know exactly what you need for success to happen in this position. •  What is the position? •  What are the main job functions? •  Who is the supervisor of this position? •  What characteristics are you looking for in a candidate? All of these answers will help you in creating a complete job/position description. By having a position description, you will then be able to better determine the best fit. Work Culture / Generational Needs A new generation of young professionals has sprung forth - four generations in the workforce all at once - and the expectations of pace, relationship alignment, responsibility, and rewards of the Generation Y mindset can be quite daunting for organizations that are not prepared to develop them. Properly challenging, managing and retaining them will be the challenge of these next years. The idea of examining work culture / generational needs was conceived out of the noted disconnect between organizations and employees during the on-boarding period. More often than not, these problems are expectation-based; both sides take for granted that they are on the same page, but they really are not. Once disillusionment sets in, both sides feel cheated; that feeling is minimized by having up front conversations regarding expectations. And retention is improved. And although it is common to make some basic generational assumptions about an individual by age group and their needs and wants, but what makes up each person's value structure, priorities, influences and workplace expectations differs from person to person. For example, a Generation Y applicant who has served in the military (or whose parents have served in the military) is likely to have a different perspective about formal authority than a generational peer who has not had that experience. Another reason putting dates on generations is difficult is that when one generation pushes something to the forefront flextime, for example it is often now desired, even demanded, by other generations, as well. Further, neither side is accustomed to having the level of openness provoked by addressing the generational/cultural issue in an interview situation. Just as an applicant perceives that it is incorrect to ask about pay and benefits too soon, at what point does he or she think it appropriate to ask about telecommuting or the technological speed and quality of equipment, the frequency of rewards, pace of advancement, level of input and impact or ability to innovate? At what point does the interviewer address these points of interest with the applicant and how does she know where to even start? Omnia's response to this is the Omnia Generational/Workplace Cultural Index (OCGI), a self-assessment taken by a prospective or existing employee that highlights workplace interests and expectations and brings these to the forefront before an interview, transfer, or promotion. Team Fit In assessing the position needs, you also need to assess the workplace and the company culture. You want the candidate to be a good fit with the job, but to be successful in the long-term, the candidate must also be a good fit with the workplace environment. Do you want to know how the candidate will work with peers? Do you want to know how the candidate will work with the supervisor? Do you want to know if personalities will mesh or clash? With the Omnia® Dynamics and Development Assessment, an Omnia analyst examines your team members Profiles and writes a summary comparing their personality traits with each other, and how each individual will work with their peers. You will also receive advice on how the individual team members whose personalities tend to clash, may better communicate with each other. Omnia® Selection Profile Report We have taken Omnia's signature product, The Omnia® Profile, and developed it into two strategic areas; Omnia® Selection Profile Report and Omnia® Career Development and Retention Profile Report. The Omnia® Selection Profile Report is a pre-employment tool to assist companies in making the best employee selection possible. With the Omnia® Selection Profile Report, the candidate completes a four-part questionnaire in about 15 minutes, either online or paper version. Using the specific requirements of the position that you provided to us, we are able to take the candidate's answers to the Omnia® Selection Profile Report and assess the candidate's fit to the job. The Omnia® Selection Profile Report contains a full analysis of a candidate's personality characteristics, indicating level of assertiveness, communication style, attention to detail, preferred pace and much more. Also included are follow-up interview questions, career placement advice, management plans for optimum performance and more in-depth discussions of the candidate's behavioral traits. We issue a recommendation, a quantitative score on a scale of 10 and a summary discussion of the candidate. With the customized position description, you help us to understand the specific job duties, your work environment, the pay scale and hours; Omnia is then able to provide relevant practical findings that are easy to implement. There is also a benchmarking option where the candidate is compared to the existing supervisor as well as 3 top performers in the position already. Results are available on our secure Web site in about three hours. Contact 800-525-7117 for additional information or to ask about the prepaid package discounts. Omnia® 720 Composite Based on the same technology as the Omnia® Profile, the Omnia® 720 Composite approaches pre-employment screening in a slightly different manner. The candidate still completes a four-part Omnia® assessment before the first interview, either online or paper version. You can use your Omnia Group online account to have the candidate complete the assessment at home prior to the first interview. The candidate is then compared against ideal ranges created from the Profiles of your top performers or Omnia's Industry standards. The results of the candidate's 720 Composite are completed instantly. This allows the interview to have specific focus on potential issues, both positive and negative. The 3-page report will focus on the candidate's drive, determination, preferred communication style, preferred work pace, attention to detail and more. A summary of traits that fall outside of the preferred ranges is also included along with follow-up interview questions based on the potential issues seen in the composite. Omnia® Slim The Omnia® Slim is an economical version of the Omnia® Profile, which provides the electronic profile graph and written profile interpretation. The big difference between the Omnia® Slim and the Omnia® Profile is that in the Slim, the profile interpretations have been pre-written into 17 personality groups, core and non-core. So, while you are receiving the actual graph on the individual, you are receiving a generalized written view on how this individual's personality tendencies may be categorized, and not specifically tailored to the individual. The Omnia® Slim is designed for the large volume user whom needs a more economical product with immediate results. All interpretations are written in complimentary words, so the user must ask, "Is this what I am looking for?" If the user has previously established graphic Omnia® benchmarks of job demands and workplace realities, then "what I am looking for" is quite clear. Benchmarking Benchmarking allows us to compare the likely behavior of a candidate to the traits of established peers and supervisors. This is critical in healthcare for several reasons. Initial job-placement considerations address a doctor's skills, qualifications and experience standard filters for filling the position based on the idea that an experienced, board-certified physician can thrive in any location. In reality, how well that physician interacts with the chief of staff, nurses and other doctors (or patients, for that matter) can determine the success or failure of that candidate. Skills, qualifications and experience do not override personal ego goals, problems with interpersonal communications, unrealistic timeframes or overly perfectionistic tendencies. These items often go undiscovered until it is too late. Omnia uses benchmarking to help organizations bring discrepancies into alignment and thereby maximize organizational, departmental and team performance. Omnia® Culture and Generational Index The Omnia Culture and Generational Index (OCGI) is a self-assessment taken by a prospective or existing employee that highlights workplace interests and expectations and brings these to the forefront before an interview, transfer, or promotion. Offering a position is risky. Accepting it is risky. And retaining staff is now more important than ever before. The OGCI is designed to help an interviewer and applicant or and employer and employee have a meaningful dialogue about the similarities and differences in their expectations, with the hoped-for goal of alignment and resolution. In some cases, the two may opt not to continue the application process, or in the case of an existing employee, to part company. But in either circumstance, having better information results in a win/win for both parties. Omnia® D & D (Team Dynamics and Development Assessment) The D&D Assessment takes the Omnia® Profile to the next level. The D&D examines how the inherent strengths and challenges of team members are likely to interact with each other and suggests areas to improve communication and cohesiveness. We will also discuss strategies for developing these employees based on their natural strengths and needs. Omnia® Selection Companion The Omnia Selection Companion is a blueprint and scorecard for the entire interviewing process. By understanding the key components to a successful interview and measuring how an individual compares, it makes for a smoother and more effective hire. The Selection Companion is available in our Forms section and comes with every Selection Profile Report. Omnia® Applicant Tracking System (OATS) Free to all Omnia clients is the Omnia Applicant Tracking System. This web-based system allows you to obtain applications, organize interviews and keep the entire process easy and paperless. Contact Omnia to have your OATS access set up today.