Assessments Overview

Have you ever made a hiring mistake? How damaging is a failed promotion?

The Department of Labor has estimated that replacing a valued performer can reach more than two times an employee’s salary for an executive or a specialized position. Even replacing an entry-level to mid-level employee can be costly, considering the cost of recruiting, training and other on-boarding expenses.

All companies, whether a large corporation or a small mom-and-pop business, share the same concerns when it comes to hiring a new employee or promoting a current employee. Moreover, all companies have made that dreaded mistake of hiring the right person for the wrong job or promoting an excellent employee into a position beyond his ability. The question is not: "was he the wrong person for the job", but "was the job wrong for him?" Using an assessment can help determine the personality traits that generate top performers and the cognitive skills that assure productivity. Individuals who are properly matched against the job requirements will have higher levels of job performance and overall job satisfaction.

Unfortunately, most employee selection and management processes are too often clouded by subjectivity and incomplete information to be as effective as they should be. Selection assessments are designed to give you that necessary objectivity and non-discriminating profile of your candidates. A customized assessment can define the candidate’s job-related behavior and cognitive skills, and compare those skills to the needs of a specific job. Is there a match? Is there a job-fit? Am I hiring the right person for the right job?

Our Achiever family of assessments reveals:

• The candidate’s job compatibility
• Clear comparison with other candidates
• Specific training and development needs

The Achiever also supplies:

• Interview questions based on the candidate’s defined areas of weakness
• Benchmarking capability of your company’s successful performers
• Suggested material for improving areas of concern

Need yet another reason to add employment assessments to your hiring procedure?

Assessments can:

• Lower the cost of recruiting
• Enhance the quality of candidates
• Reduce turnover
• Increase productivity
• Improve job satisfaction
• Equalize treatment of all candidates
• Enhance objectivity
• Standardize your hiring process
• Provide evidence of due diligence in the event of litigation

An assessment is not a substitute for the employer's judgment or background checks and other due diligence. We recommend our assessment constitute no more than 1/3 of your hiring decision. Our assessments will provide you with objective information that reliably enhances your successes in putting the right person in the right job – maximizing employee potential and company productivity. You will make your final selection or promotion with confidence and the knowledge that you have the best candidate in the right position – every time.