We generally get involved after and employer has done their own recruitment, initial screenings of applicant resumes, and at least one phone screening and/or in-person interview. We recommend they do those first because the employer is in the best position to decide which candidates are an initial match based both on their relevant employment experience […]
There are many valid and reliable assessments of personality. In fact, for law-enforcement positions and other roles where the public safety is involved, personality tests are a required part of the process. In most of our pre-employment/talent assessment, we are looking at business-related work styles that have implications for how that candidate may perform in […]
Some applicants will try to appear in a highly favorable light, offer answers they think the interviewer is looking for, and exaggerate good qualities or tried to minimize negative ones. Experienced interviewers will be able to pick up on deceptive techniques.
All kinds of firms use my services, from an entrepreneurial firm of just 3 staff to a consumer products company that has over six thousand employees. I’ve done pre-hire assessment work for for-profit and non-profit companies, professional firms and departments of the US government. What they all have in common is that they want some […]
I think my specialty is in developing a process that helps you learn whether or not the person has the qualities needed to do the job. So I specialize in developing that process, as opposed to a specific field, like food service. This helps me bring an unbiased perspective to your company – I don’t […]
Search firms often do a very good job at finding candidates who are interested in your opening. But search firm staff often rely on their own instincts to decide who would be the best match for the job. There’s no extra step there to confirm that their instincts are correct, except whether or not the […]
I’ve worked with some excellent HR department heads and staffs. To be really good in that field, you have to have your hand in many areas, including hiring, policies, benefits, promotion, procedures, and more. I have the experience, training and qualifications as a psychologist to use the highest level pre-hire assessment tools available. And because […]
I can do as little or as much as you want. Here are some areas where I typically provide assistance: I can help you develop a profile of the ideal candidate. I can help you write effective help wanted ads or job postings. I can review resumes as they come in and sort them into […]
We think of interview questions the same way surgeon might think of their tools: The questions we use are based on years of training and experience. We have become “calibrated” to what each question tends to elicit, and what follow-up questions tend to work best based on initial answers. Although we don’t share the questions […]
It is essential for two reasons: 1. It focuses a company on the strengths and development needs of all employees at all levels, and 2. It provides a sense of structure and stability for the future. Our most successful clients review and update their succession plans at least once a year as part of their […]
