Where to use Prism Brain Mapping Tool
- Prism Brain Mapping uncovers your employees’ latent strengths.
Their engagement, creativity, and productivity all change as a result. - Prism Brain Mapping tools help determine the individual strengths and potential of every employee.
- Prism Brain Mapping tools help to enhance creativity and decision-making while developing team engagement and productivity.
- Prism Brain Mapping report shows an individual mind map of strengths and behaviours in order to strengthen self-confidence
- Prism Brain Mapping tools identify personalized communication styles and help improve communication skills. So, teams are better able to comprehend one another in this way. As a result, there is less conflict and more seamless collaboration, which strengthens and unifies the corporate culture.
- Prism Brain Mapping tools promote creativity and innovation.
PRISM sheds light on creative trends and thought patterns.
Consequently, workers are urged to think “out of the box”
PRISM is widely used in development programs for current and future leaders, strengthening their capabilities in managing "agile" project teams as well as large organizations with complex matrix structures.
“There is undoubtedly a specific set of behaviors that produce optimal performance in a given job. All we need is a mechanism to enable organizations to identify that set of behaviors.”
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What is PRISM in recruitment?
All recruiters know that success is about getting the right person for the job, every time, the first time. The trick is how to do it!
As the job market becomes more complex, accurately identifying candidates with the potential to achieve high levels of performance has also become more difficult. A key challenge for recruiters is distinguishing between those candidates who will do well in an interview and those who will do well in a given position. Often, these candidates can be very different.
Unlike most candidate assessment tools, PRISM is not based on general, universal benchmarks. The benchmark is created based on the analysis of all those characteristics that allow the best employees to achieve above-average results, employed in the positions subject to the benchmark.
By completing a simple online process through the PRISM platform, recruiters and their teams can create accurate job benchmarks and easily share them with their team.
Using PRISM you can accurately, easily and quickly evaluate all applicants online against the Benchmark and see how they measure up against the key requirements for a given position.
Job Benchmarking is about identifying the key factors that will enable a person employed in a given position to achieve above-average performance. Creating an adequate benchmark is the first essential step on the path to hiring the right person . In this case, it is not simply about the job description or role, but rather about identifying the DNA that guarantees success in a given position.
PRISM uses two methods in recruitment
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The benchmark is created based on maps of people achieving above-average results in a given job position or role.
2
Creation of a benchmark by the PRISM Practitioner and HR specialists using the online "Benchmark Planner". This method is recommended in the case of recruitment of a narrow, newly created role or recruitment for a specialist/managerial position.
'The Business Times', March 4, 2014: "Research shows that when benchmarking is done correctly, productivity in a company increases by 30 percent and employee retention by 50 percent. Productivity increases because the selected person's preferred behaviors and competencies are matched to the job requirements."
In most cases, PRISM is used in recruitment after a candidate has been screened for eligibility for a given position, meaning that they have the right skills and experience. Companies can then save time and money by inviting only candidates whose PRISM-generated profiles match the benchmark required to perform above average in the job. We provide effective, behavioral-preference-based interview questions.
PRISM uses only benchmarks in recruitment that have been created by a given employer for specific roles. PRISM does not recommend using universal benchmark templates in companies. For example, a benchmark for the role of 'accountant' in a small private company will most often be very different from a benchmark for the role of 'accountant' in a large corporation. PRISM focuses on the key characteristics of those individuals who have a path of above-average results in specific roles in the organization.
For the position of financial advisor, out of 78 candidates examined and matched by PRISM, 69 proved themselves and worked for at least a year. The predictive accuracy for this recruitment is 90% (the Assessment Center method, considered the most effective to date, has an accuracy of 38%).
107 people were selected for the sales position using PRISM, and 91 of them remained in the position after a year. This means 85% retention, which is unheard of in this industry.
PRISM was also used to recruit a group of IT specialists. Of those recruited, 197 were employed, and 169 remained in their jobs. The predictive accuracy in this case was therefore as high as 88%.
PRISM will ultimately help you identify candidates who have high performance potential.
Reduces subjectivity to help make better hiring decisions.
Shows a clear picture of the candidate’s potential.
Improves levels of individual performance and engagement.