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Can you explain “science to selection”- assume it relates to a better hiring process?

· Talent Assessments

I spent the initial portion of my career in corporate HR. I good portion of my time was spent addressing performance and employee relations issues related to “bad hires”. In most cases, these people were not bad employees – just a terrible fit to their job, the culture of the company and/or their boss’s management style.

In the various organizations I worked for, we had used a variety of different psychometric assessments to help improve our success with hiring. All of these tools were behavioral assessments looking only at one component of a person’s strengths and weaknesses. In 1999, I was introduced to the tool we use today. Our 3D assessment looks at multiple dimensions of a candidate’s skillset using proven research and strong algorithms. For us, bringing science to selection means using multiple assessments to get a deeper view of a candidate’s fit while also considering the specific challenges of the client. Are they growing quickly? Do they need more experienced leaders? Is it a smaller organization that requires more hands-on talent? We use the data acquired from the assessments along with our understanding of our client’s growth stage, short and long-term goals, corporate culture and leadership team to identify candidates that will thrive in the job, not just survive.

A “bad hire” can be a very painful and expensive mistake. The ripple effect it has on the individual, the department, the leader, and even potentially customers can be devastating to an organization. Our Science to Selection approach not only helps eliminate bad hires but also accelerates onboarding and improves performance, engagement, and retention. The investment tends to be less than 1% of the annual salary for the job yet provides a high ROI not to mention stronger, more engaged employees.

In a challenging hiring climate like we have today, companies have fewer candidates and therefore fewer choices. Our clients embrace the assessment process because understand that even if they don’t find a “perfect” candidate, they are going into the employment relationship with their eyes open and a strong knowledge of the candidate’s strengths as well as the areas where they need more focus/support. This can drastically speed up the onboarding process, saving the client time and money.

Our goal is to solve the whole problem, matching the candidate to the role in order to get a great fit.