Prehire Evaluations: Selecting The Best People For Your Business

Prehire Evaluationsare an extremely important step in developing a highperformance organization. Every new hire will ultimately contribute either to moving your businessforward or to holding it back.  It is important that you complete prehireevaluations for positions that are part of your leadership structure.

Our Prehire Evaluations Consists of:


Thejob in question is evaluated with that position's immediate boss. We identify the critical success factors and competencies that arerequired for the position and we learn about whosucceeds and who fails in the role.

In-depth Interview

The candidate spends two to three hours in a structured interview exploringissues related to the workplace.  In addition, the candidate will completeother paper-based questionnaires.   

Computerized testing: Cognitive abilities (OPTIONAL)

The candidate is administered a battery of tests, tailoredfor the job in question.  The tests assess the mathematical skills, verbal skills, critical thinkingabilities, and mental alertness.  Normsused by our expert systems are specific to the job classification.

Computerized testing: Business and vocational inventories

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

What Kinds of Information isGenerated?

The final report will include information on all candidatesevaluated for the indicated position, including general recommendations forhuman resource professionals who are in charge of hiring for yourorganization.  This report will examine issues such as:

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

Cognitiveabilities:  In-depth descriptionof critical analytic skills, reasoning abilities, verbal and numeric skills, andmental quickness.

Useof cognitive abilities:  Description ofthe candidate's receptivityto ideas, problem-solving aptitude, and practicality/creativity of thoughtprocess.

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

Emotionalstyle:  Examination of the candidate's optimism, restraint overfeelings, objectivity about feedback, handling stress, management of strongemotions, resilience and composure.

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

Managementand leadership style:  Description ofthe candidate's desire topersuade and influence, approach to persuasion and influence, approach tomanaging relationships and conflict, communication style, and adverse factorsthat could impact relationships.

And more:  The finalreport will include other topics for special consideration and their implications; managementadvice; specific follow-up interview probes to pose to the candidate and anotherset of questions to ask of references; and the ability to reanalyze the samedata set and produce an in-depth developmental report. 

Isit time for your organization to hire the best people?  If so, contactus today!