Questions about our talent management solutions are answered here, but if you have additional questions contact us

Most employers use a combination of a job application form, interviews, resumes and reference checks. These are Traditional Hiring Methods, and they are best described as subjective. While they do provide useful information, these methods are highly vulnerable to data distortion and falsification. Resumes are often exaggerated or falsified, and interviews are greatly influenced by “first impressions, appearance halo effects or chemistry.” Today, candidates often have been coached in interview responses. References are often groomed. Research shows the relative accuracy of Traditional Hiring Methods as:

  • Interviews (14%) + Reference Checks (12%) = only 26% accuracy

If these are the only methods you are currently using, chances are you’re making hiring mistakes on 3 out 4 new hires because you don’t have enough accurate information!   Using pre-qualifying questionnaires, integrity screenings, job fit assessments, high performer models and background checks can provide you with more accurate information to guide your hiring decisions. This information is objective, and not as vulnerable to distortion. Validity indicators on assessments also will verify the authenticity or candor of the candidate’s responses. Research shows the relative accuracy of these hiring strategies as:

  • Interviews (14%) + Reference Checks (12%) + Personality Assessment (12%) = 38% accuracy
  • All of the above + Ability Assessment (16%) = 54% accuracy
  • All of the above + Interest Assessment = 66% accuracy
  • All of the above + Job Matching (High Performer Models) = 75% accuracy

Adding strategies like job fit assessments and high performer models will increase your selection accuracy minimizing your hiring mistakes! Contact us to get started today.

Tailoring your recruitment and hiring strategies by sorting and ranking your applicants will save time  and money because you won’t spend time on poorly qualified applicants.

  • An online pre-qualifying questionnaire identifies unqualified applicants. No need to review these resumes.
  • A brief talent screening assessment ranks all of your qualified applicants based on learning speed, learning potential, work ethic, integrity or other key dimensions of your choosing.
  • An integrity screening assessment screens out high risk applicants.
  • The top ten ranked applicants are given job fit assessments that are compared to your high performer models, ranking them from 1 to 10.
  • Then, the top five ranked applicants are interviewed to further understand job fit, manager fit and team fit differences.
  • A hiring decision is made on all of the information collected.
  • Onboarding is implemented quickly based on the fit assessments and high performer models.
  • Quarterly performance monitoring ranks the performance level of your new hires.  High performers are integrated into your high performer models.
  • You repeat your recruitment and hiring process less often due to increased performance and retention of new hires.

The process of customizing your hiring system follows these basic steps:

  • It begins with a defining your performance levels (A, B and C) with an observable metric (e.g. Average Sales Per Month). A = High Performance, B = Average Performance and C = Low Performance.
  • Your Selection Assessment is then administered to all of your High Performers to identify the skills, competencies, and talents they have in common (high performer models).
  • The high performer model is used to compare, contrast and rank your final job applicants.
  • The overall job fit, manager fit and team fit are all considered in your hiring decision.
  • Performance data is monitored on all new hires to determine your selection accuracy (quality of hire).
  • Assessment information from new hires who become high performers are integrated into your high performer model.
  • Cost savings in time and money are determined at 6 month intervals and compared to baseline.
  • Increases in productivity, performance and retention are measured and reported.

Unlike an interviewer, an assessment is never distracted, rushed, tired, or biased. Clients usually experience the following immediate benefits from HireSmart pre-employment assessments:

  • Cost per-hire decreases
  • Hiring decisions are expedited, getting you in front of the right candidates faster. Time to fill is reduced.
  • Job Fit information takes most of the guesswork out of the hiring process. Selection accuracy increases.
  • Manager Fit information helps you integrate the new hire into the organization more quickly. Coaching support is expedited.  Tenure increases.
  • Team Fit information helps you integrate the new hire into the team more quickly. Retention increases.

HireSmart assessments function as an objective data point within your current hiring process. The information from job applications, reference checks, background checks, and interview questions continues to be collected. The final hiring decision is based on all of the information that is collected.

Of the thousands of assessment tools available in the marketplace, very few have the technical capabilities to deliver the reliable and accurate data you need when making a serious business decision. Here are some guidelines on what to consider:

  • Consider your hiring budget. You want to use the most valid (accurate) and reliable (consistent) selection assessment that fits your budget.
  • Consider your hiring goals. Your investments in your new hiring assessments should more than pay for themselves. Savings in turnover, reduced hiring costs and increases in performance are documented to show the ROI of your new hiring strategy.
  • Be sure your new hiring assessments meet the US Department of Labor’s Guidelines for Good Testing and Assessment Practices. The best way to do this is to review the tool’s technical manual. If you cannot access a technical manual for the hiring assessment, don’t use it!

Over the past 20 years we have used a wide range of assessments in a variety of industries to find the hiring tools that produce the desired results or outcomes.  Through this experiences, we have assembled a portfolio of the tools we know will deliver the desired business outcomes. Contact us to discuss which assessments will work best for your budget.

Job related assessments are essentially the only way to document objective and non-discriminatory hiring practices. High quality hiring assessments will provide fair and equal employment opportunities to all applicants.  Assessments must avoid adverse impacts against any protected groups.  HireSmart assessments establish documentation of a non-discriminatory talent selection process.  Any selection decision must incorporate information from a number of data points, including the candidate’s skills, competencies, personal qualities, education and experience.

Call (480) 503-2945 today or schedule a call with us here to start the conversation on how to reduce your hiring costs.  Each company is unique, so before we can suggest a hiring solution, we need to understand your hiring needs and challenges.

Your new hiring strategy can usually be fully operational within two or three business days. Hiring managers can use the high performer models, manager fit, team fit, onboarding and coaching strategies immediately.  During the next few months, you will observe improvements in your quality of hire and new hire performance levels. At six months, you will begin to see reductions in turnover.  At twelve months, a comparison with baseline analysis will verify the contributions (ROI) of the new hiring strategy.  Now you can fine tune your hiring system for even more dramatic improvements.

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