Q: Who can benefit from the Style of Influence (SOI) questionnaire and professional consulting services provided by idynamx?
Anyone can benefit from the services provided by idynamx. Through objective assessment using the Style of Influence (SOI) questionnaire paired with professional consulting, idynamx works to create a common understanding and language to enhance business performance for individuals and organizations as a whole.
Q: Is it legal to use a testing device like this to screen applicants for a job position?
Yes. By including the Style of Influence into your hiring process, companies can better assess the characteristics that will determine the dynamic a potential employee will bring to an organization. For private sector companies, further information regarding legalities can be found in this document.
For the public sector and agencies, three exceptions are explained by the USC: Title 5; 2302 (b), for the prohibited use and collection of data concerning hiring, promoting, or other HR purposes. One of these exemptions is the collecting of data used in defining and evaluating “characteristics”. Because of this exemption, the test data collected through Idynamx can be used as a part of your basis for HR management decisions.
Q: As an account manager or HR staff, I am experiencing performance or motivational problems with just a few people on my staff. Is it necessary to test the entire staff?
No, but we do not recommend only testing a few individuals. By testing an entire team or company (including yourself), you will have a better view of the issues surrounding those with performance problems. Workplace stress and poor performance can come from a variety of sources. With a comprehensive view of your company ‘fabric’, idynamx can improve organizational practices, address specific performance goals and enhance business performance.
Q: As a manager, am I obligated to accept poor performance because an individual’s “test results” say that is “the way they work”?
No, you are not obligated to accept substandard results for an employee as long as the standards of performance have been clearly communicated and have been documented in performance reviews. The testing provided by idynamx is “descriptive” not “prescriptive” meaning it indicates a set of predetermined choices, but these are not the only choices the person can make. If an employee's choices don't fulfill his or her obligations, management should take corrective action.