Career Transition

Whether it’s voluntary or not, when one of your employees leaves, it’s a drain on knowledge capital and invested resources.

So when a company can match the inherent personality profiles of outgoing/retiring personnel with incoming personnel, an efficient transition can take place.

Or if there’s a mismatched talent assignment (for instance, a personality conflict), reassigning an employee to a better match of supervisor can preempt a termination and save a knowledge loss.

You can even use a normative predictive assessment profile to understand why an employee has left voluntarily.

No matter the reason for transition, a company will lose knowledge and investment unless the transition is managed and guided by the scientific data provided by a calibrated, normative predictive psychometric assessment.

I'm interested.

Download a Sample

Download Database