Approach to Assessments

Selection and advancement decisions should never be made solely on the basis of an assessment or test.
Rather, the results should be viewed as additional, objective information that may be unavailable through a traditional interview, resume review or reference check.

The best time to administer assessments is after the initial pool of candidates has been pre-screened and narrowed down, but before the final interview. The results can further reduce the candidate pool while adding
focus to the final candidate interview (i.e., identifying the candidate’s work strengths, weaknesses and style).

It is recommended that for each position, a baseline of required behaviors is first established which is determined by assessing and comparing quality and marginal performers in the position. Interpretation of a prospective candidate’s results, for the position in question, is then done based on how well the candidate’s scores match those of successful individuals in the position.

As with all our services, our assessments/tests are tailored to meet the specific needs of your organization. They are professionally administered, analyzed and reported.