"DNLA-SC" (Social Competence) is used if increases in performance, cost savings or risk minimisation are important elements in the employment decision.
These characteristics (or "Attitudinal Traits") are rarely evaluated in conventional interviews and assessments.
Advantages: DNLA test of social skills shows the current state of performance factors by individual areas in each employee. These data are connected with performance goals and work results and enable personal development in the exact area where issues still occur. They significantly increase the possibility of employees’ professional performance, potentials and productivity of the organisation.
- Before new employment
The applicants who best fit the template of the "ideal" candidate (approximately 280 individual requirement profiles fine-tuned for each professional position) are identified.
- Before assessment
Isolate and identify those areas of potential requiring attention and focus on establishing how "deep-seated" such shortcomings might be. This method of "targeted weak point indication" can prove highly cost-effective.
- Before training programs
"DNLA-SC" recognises the strengths and shortcomings of the employee and describes which focused coaching plans are best-suited for his/her needs.
- Example marketing
Most training programs to help field sales personnel are useless if basic requirements such as "Empathy" or "Sociability" are not present in the testant. DNLA-SC identifies such shortcomings and allows focused training. Targeted, goal-driven training replaces the old " watering can" approach.
- During performance crises
e.g. where a weak team or under-achievement is hampering performance, such as may be the case where there are problems in co-operation and communication.