Fitting into a particular work environment and being comfortable with the behaviors required to perform a specific job are as important for success as having the right skills. The Omnia Environmental Compatibility Rating, or OCR, is a quickly and easily understood reference to a candidate's fit with a job.
However, the OCR is meant to complement the most important element of the Profile report: the write-up. It is not intended to be a “pass/fail” score independent of the qualifying statements provided within the body of the report.
Here's how the OCR works.
Information you provide in an Omnia Position Description form goes into two separate categories: Vocational and Environmental. Based on their response to the Profile, candidates receive environmental and vocational scores, which are averaged to produce the familiar OCR.
The vocational score (OVCR) defines a candidate’s fit with the behavioral requirements of the job being performed. By indicating in question two, for example, that it is more important to “take risks and face challenges” than to “be cautious and/or non-confrontational,” you are telling us that a relatively assertive individual is desired.
Aspects of the job considered to be “environmental” include (but are not limited to) pay structure/commission, amount of direct supervision, teamwork expectations, pace of your workplace, and level of structure provided. For instance, if you are offering commission pay and limited direct management support, you’re indicating you want an individual who is comfortable taking risks and making independent decisions.
Candidates who receive OCR scores above 7.0 are considered either “recommended” or “conditionally recommended.” Scores below 7.0 should not be interpreted as “do not hire,” however.
If a candidate’s score is less than 7.0, there is significant dissimilarity to your expectations, but this does not mean the individual could not perform the job. Rather, it suggests that you may need to make adjustments to the work environment or provide initial support for certain work responsibilities.
Look at the Profile write-up to identify specific potential problems and solutions.
If you receive a candidate’s Profile with an OCR below 7.0, do not automatically discard that person from consideration. Though the Profile can function effectively within a responsible selection program, it should also be used as a management tool, particularly in today’s tight job market.
Learning more about where prospective employees fit your expectations will help you establish appropriate goals and management plans. By using the Profile to achieve these objectives, you will be providing both your organization and your new employee with the greatest opportunity for achieving a successful work partnership.
