Prehire Evaluations: Selecting The Best People For Your Business
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 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.
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.
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.
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
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:
Evaluation of career history, personal mission, and job motivators and
abilities: In-depth description
of critical analytic skills, reasoning abilities, verbal and numeric skills, and
of cognitive abilities: Description of
the candidate's receptivity
to ideas, problem-solving aptitude, and practicality/creativity of thought
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.
style: Examination of the candidate's optimism, restraint over
feelings, objectivity about feedback, handling stress, management of strong
emotions, resilience and composure.
factors: Review of the candidate's sociability,
assertiveness, first and lasting impressions, perceptiveness, competitiveness,
agreeableness, acceptance of diversity, and service orientation.
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.
it time for your organization to hire the best people? If so, contact