A common question is “How does BestWork DATA compare with this other assessment?” This is a reasonable question, but the answer is a bit more complicated. The difficulty is best seen with a few comparisons to similar situations:
How does a smart phone compare with an older flip phone? It does not. It is a completely different type of device with infinitely greater features that were unimaginable in the world of flip phones.
How does Spotify compare with CD’s? It does not. It is a completely different type of music media with infinitely greater features, unimaginable in a world of CD’s.
Each of these examples was a disruptive innovation in their industry. Clayton Christensen explained it this way:
Disruptive technologies change the value proposition in the market. They are typically cheaper, simpler and more convenient to use. A disruptive innovation cannot be understood through comparison with what it displaces. It creates a completely new context of value.
BestWork DATA is a Disruptive Innovation in the assessment industry.
BestWork DATA starts with top level psychometric instruments, designed specifically for the purpose of correlating hard-wired traits and abilities with job behaviors. Based on the latest cognitive science and the Big 5 personality model, there are few instruments in the world that can match the accuracy and reliability of the ones within BestWork DATA. This is basic, not a feature. It is the usability and direct impact on profitability that are most disruptively innovative.
BestWork DATA connects with any business process that depends upon how people think, learn and behave. This includes, hiring, onboarding, solving performance problems, developing high potential employees, training and any elment of human capital management.
BestWork DATA typically costs only a few dollars per use. Quality assessments cost $50 - $300 or more. The unlimited license of BestWork DATA allows businesses to extend their use throughout the enterprise.
BestWork DATA reports do not require expert interpretation or special training. They are easily understood by anyone. Customized job terminology can easily be added.
DATA does not depend on profiles of top performers. Today’s business environment is far too dynamic for static performance models. DATA Job Reports are specifically descriptive of any position in any company.
DATA is more than a hiring event. BestWork DATA has a full suite of talent management tools that extend the value of the DATA through the life cycle of each employee, from onboarding and training to career planning and management.
DATA offers macro-analysis of work group capabilities. Operational strengths can be compared to operational strategies.
Teams can be engineered with DATA for specific purposes. Individual capabilities can be combined with team leadership information to optimize teamwork among disparate specialities.
DATA outputs can be customized with client terminology and for any type of job. The BestWork DATA system allows for ready customization that simplifies the use for clients without the need for learning new terminology.
DATA can be integrated into any ATS or LMS, enhancing the performance of those systems. BestWork DATA was designed to work easily with other systems. It is a simple process to upgrade from old assessments to DATA.
BestWork DATA clients have sites branded with their logos and with a customized menu of reports. Special applications are available for high volume hiring situations.
The relationship between hard-wired personality traits and job behaviors has long been established. Even before that, it was clear that cognitive abilities were absolutely tied to job performance in any kind of job. The challenge has been applying these facts to the serious employment issues in the world. When reasonably good data was available, it required special training or expert help to apply it. When it was applied, it was almost always limited to hiring decisions. The intrinsic power of the data was never realized.
Business depends upon the behavior of people. When a company hires employees, they are actually renting their behavior. In a coffee shop, they rent smiles and a friendly manner that welcomes customers. They rent consistency with the process of making cappuccino, so that every time it is ordered, the quality is the same. They rent an attention to details, so that the customers’ orders are charged correctly. If a job candidate cannot deliver any one of these job behaviors, they cannot perform that job successfully.
The importance of knowing what causes job behaviors reaches far beyond hiring decisions. Without that knowledge: