Selection Assessments

Selection Assessments can be very helpful for hard-to-fill positions or positions with considerable turnover.  They can also help with highly influential or strategically important roles such as senior leadership.  And finally, positions that garner a lot of applicants can also find benefit from using an assessment process.  Bottom line, Selection Assessments can help for any role in your organization.

Through a series of questions, candidates are matched to a pre-determined profile that closely mirrors the needs of the position.  For instance, an assessment might ask questions related to detail-orientation and depending on how important that is to a role, the candidate match determination is made.  This is repeated for the most important characteristics of the position.

Every organization is unique, and some positions are more unique than others.  In order to complete a match recommendation for positions that are more unique, a custom profile is created.  This process includes selecting the most important traits for the role and ensuring the right characteristics are being measured.  There is an additional fee for this service, but it can provide significant value for those hard-to-fill or unique roles.

Selection Assessments are intended to be used in conjunction with your other hiring and promotion practices.  They are not meant to replace in-person interviews and considerations of past performance.  A particularly important action to guard against is using a Selection Assessment score as the basis upon which the entire hiring or promotion decision is based.  People have a unique ability to develop strategies to help them achieve in roles that may not be very natural and it is important to understand those strategies as part of the selection decision.