Prehire Evaluations: Selecting The Best People For Your Business

Prehire Evaluations are an extremely important step in developing a high performance organization. Every new hire will ultimately contribute either to moving your business forward or to holding it back.  It is important that you complete prehire evaluations for positions that are part of your leadership structure.

Our Prehire Evaluations Consists of:

Job analysis

The job in question is evaluated with that position's immediate boss.  We identify the critical success factors and competencies that are required for the position and we learn about who succeeds and who fails in the role.

In-depth Interview

The candidate spends two to three hours in a structured interview exploring issues related to the workplace.  In addition, the candidate will complete other paper-based questionnaires.   

Computerized testing:  Cognitive abilities (OPTIONAL)

The candidate is administered a battery of tests, tailored for the job in question.  The tests assess the mathematical skills, verbal skills, critical thinking abilities, and mental alertness.  Norms used by our expert systems are specific to the job classification.

Computerized testing:  Business and vocational inventories

The other portion of our tailored assessment battery generates insights into goodness-of-fit issues such as thinking style, motivators, emotional maturity, work styles, interpersonal orientation, and influence style.  Norms used by our expert system are specific to the job classification.  These business and vocational inventories are completed via the internet.

What Kinds of Information is Generated?

The final report will include information on all candidates evaluated for the indicated position, including general recommendations for human resource professionals who are in charge of hiring for your organization.  This report will examine issues such as:

Career outlook:  Evaluation of career history, personal mission, and job motivators and de-motivators.

Cognitive abilities:  In-depth description of critical analytic skills, reasoning abilities, verbal and numeric skills, and mental quickness.

Use of cognitive abilities:  Description of the candidate's receptivity to ideas, problem-solving aptitude, and practicality/creativity of thought process.

Work style:  Description of candidate's energy, pace, approach to planning and thinking, need for recognition, need for organizational freedom, attention to detail, orientation to action, work ethic and conscientiousness.

Emotional style:  Examination of the candidate's optimism, restraint over feelings, objectivity about feedback, handling stress, management of strong emotions, resilience and composure.

Interpersonal factors:  Review of the candidate's sociability, assertiveness, first and lasting impressions, perceptiveness, competitiveness, agreeableness, acceptance of diversity, and service orientation.

Management and leadership style:  Description of the candidate's desire to persuade and influence, approach to persuasion and influence, approach to managing relationships and conflict, communication style, and adverse factors that could impact relationships.

And more:  The final report will include other topics for special consideration and their implications; management advice; specific follow-up interview probes to pose to the candidate and another set of questions to ask of references; and the ability to reanalyze the same data set and produce an in-depth developmental report. 

Is it time for your organization to hire the best people?  If so, contact us today!