SOLID ACADEMIC RESEARCH

Make informed and unbiased decisions based on solid academic research. Twegos assessments are developed by

Prof. Timothy A. Judge
R&D Director Twegos US
Alutto Chair in Leadership Effectiveness,
Executive Director Ohio State University

Prof. Joeri Hofmans

Prof. Joeri Hofmans
Co-founder & R&D Director of Twegos
Associate Professor at
Vrije Universiteit Brussel

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Value fit

Person-Organization fit is defined as the compatibility between employees and their organizations. It is a predictor of engagement, task performance and turnover.

The consequences of having the wrong person in the wrong job go way beyond the hiring and training cost. It can contribute to a decline in employee morale, collaboration and productivity.

The Twegos Value test measures what drives an individual “what do you want?” A match on values increases the chance for a higher engagement & performance and decreases turnover intention.

Doesn't hiring on value fit decrease diversity?

Request the Harvard Business Review article based on an interview with Prof. Hofmans and Judge, on the 4 misconceptions on culture fit

  • Misconception #1: Culture fit is a “nice to have” but not a necessity.
  • Misconception #2: Hiring for culture fit hurts diversity.
  • Misconception #3: Hiring for culture fit hurts innovation.
  • Misconception #4: Hiring for culture fit is an art, not science.

At what level do we predict fit?

Value fit can be measured on different levels within the organization.

  • On an organizational level the match between in the individual’s value set and the company’s values (both the real, current values AND the aspirational values top management wants to attract) can be predicted.
  • On a team level (any aggregate group within the organization) a fit will increase the productivity. This is also valid for temporary teams in an agile set-up or other project teams.
  • On an individual level the fit with the direct manager is extremely predictive for task performance & attrition.

We predict fit between any individual and any company, team or manager! No matter the Industry, blue or white collar, internal or external candidates.

HOW MUCH MONEY ARE CURRENT MISMATCHES COSTING YOU?

Talent is the single biggest overhead expense and the biggest competitive advantage. According to the U.S. Department of Labor, the price of a bad hire is at least 30 percent of the employee’s first-year earnings. But on top of the direct recruitment & training costs… A bad apple spoils the bunch, so to speak.

For HR to evolve as a strategic business partner and take a more transformational role in human capital management, HR leaders need to harness the power of data-driven insights. We help you to build an analytics-driven talent strategy and provide detailed insights in which candidates are more likely to help your company to succeed.

The Twegos model

Twegos has developed people analytics software that predicts the fit between any individual and a company, team or manager.

We understand the values and drivers of each employee or new candidate, which have proven to be highly predictive of engagement, performance and employee turnover.

Our methodology is based on following principles:

  • Start from the individual
    The values of an organization are determined by the values of its people. So our value model is based on a bottom-up measurement of individual value profiles of employees & (top)management.
  • An evidence-based model
    Twenty-five models from the international academic literature were screened and analyzed. We retained a comprehensive set of 14 values that showed high correlations with employee turnover and intentions.
  • Equally suitable for hourly work force assessment
    Our model was tested and validated with over 5000 blue-collar workers during R&D. It shows solid results on both usability and language. In the meantime, over 100,000 hourly workers have taken the test, with a 96% completion rate.

We predict fit between any individual and any company, team or manager! No matter the Industry, blue or white collar, internal or external candidates.