Know Before You Hire

PRODUCTIVITY BEGINS WITH SELECTION

know before you hire

know before you hireHiring is a tricky business.  Some managers are better at interviewing than others, but the truth of the matter is that the interview, by itself, is the least predictive indicator of job success. Interviews are just too subjective.  We can’t help but be influenced by things that really don’t have anything to do with whether someone can do the job or not. 

Interviews can also have the tendency to focus on job skills or to actually test for job skills.  While skills are important, and you need some way of knowing whether they have skills/knowledge to actually do the tasks that the job requires, skills are best viewed as a genuine minimum qualification.

The problem is that even the most technical job is a maximum 30% technical. Seventy percent of the job is comprised of other non-technical behaviors which also can have a profound impact on productivity.  Even if you had a perfect measure of the thirty percent of the job that is technical (an unlikely event), you would still only be measuring thirty percent of the job, and there is no way that you are going to predict overall job performance based on thirty percent of the job.  

How many times have you hired two people both of whom have licenses, degrees, certificates or otherwise solid resumes, yet they vary wildly in their actual job performance or productivity?  If you think about this for a minute, it is intuitively obvious.  There are good physicians and bad physicians, yet they are both licensed.  There are good attorneys and bad attorneys, yet they both passed the bar exam.  There are productive electricians and not so productive electricians, yet they both passed a skills/knowledge test. The difference between the low performers and the high performers lies in their behavioral approach to the job, which is just one reason why we say, Hire for the behaviors, train for the skills!!

The Power of Knowing 
Scheig assessments carry an 88-92% accuracy rate to truly objectively help you identify and select top performers. When your applicants complete one of our assessments as a first step in your hiring process, you’ll be able to:

  • Instantly identify which candidates score above and below a predetermined cut point of acceptable performance  
  • Know in rank order the performance levels of your viable candidates
  • Determine in what areas of the job the applicant may need additional training
  • Know which candidates behavioral approach most positively influence safety, production or customer satisfaction

Using Scheig assessments, you’ll know before you hire which candidates to move forward to the interview stage. As well as improvements to your workforce performance and output, the streamline affect helps enable better control and use over your valuable time.