Imagine a hiring process that doesn’t focus on polished résumés or gut impressions but instead asks one simple question: Does this person behave like our best employees?
That question shifts hiring from hope to evidence. It changes selection from “who tells the best story” to “who actually performs the work the way top performers do every day.” Scheig’s model — one methodology, two leverage points — is designed to make that shift practical. SelectRight™ transforms the behaviors of your top performers into pre-hire evidence; AdvanceRight™ uses the same behaviors for performance evaluation and training. The outcome is a single, clear standard that enhances hiring, speeds up onboarding, and boosts overall team performance. Below is a straightforward explanation of what would change — operationally and financially — if your best people set the hiring standard.
The Simple Premise: Measure The Job by How It’s Done
Every organization already has a blueprint for success — it’s reflected in the habits of its top performers. Scheig’s Job Success Profile™ makes that blueprint clear by listing the real job behaviors that top performers use and then statistically ranking them so hiring decisions focus on what really drives results. That profile is not just a theory; it’s practical content you can apply in assessments, interviews, evaluations, and training.
If you hire based on that profile, hiring becomes less about subjective choices and more about replicating what already works. That single change — making your best people the standard — leads to immediate operational improvements.
Two Leverage Points: SelectRight™ and AdvanceRight™
SelectRight™ is the hiring tool. It transforms the Job Success Profile™ into a brief, job-specific assessment (Interest & Willingness, Self-Rating pairs, and Critical Incidents), behaviorally anchored interview guides, and a concise Applicant Score Report (ASR) with standardized T-scores. Since the content is developed with top performers and validated statistically, the assessment provides a dependable behavioral snapshot early in the process. This ensures that interviews are earned, not automatic.
AdvanceRight™ is the development tool. It uses the same Job Success Profile™ to conduct post-hire performance evaluations, training-needs assessments, and to design development modules. The point: the standard that selected the new hire also guides their onboarding and growth. Hire for the behaviors you need; train for the skills you can teach. One methodology. Two leverage points. Selection and development speak the same language.
Operational Changes You’ll Notice Quickly
- Time and money saved.
Because SelectRight™ reliably filters out low-probability candidates early, hiring teams routinely avoid interviewing half of the applicant pool. That simple triage reduces manager interview time, cuts down on rework in hiring, and shortens vacancy cycles. The math is clear: fewer interviews × fewer rehiring cycles = lower hiring costs and less lost productivity. - Streamlined, faster hiring.
When only behaviorally qualified candidates reach managers, interviews concentrate on differentiation rather than elimination. This increases the interview-to-hire ratio and reduces time-to-hire. Many clients report significant time savings and quicker placements when assessments are used early. - Manager sanity.
Managers stop spending hours on interviews they know won’t lead to a hire. Instead, they focus their limited interview time on exploring nuances among a few high-probability finalists, which boosts decision quality and lowers frustration. - Improved candidate experience.
Candidates value clarity. Interest & Willingness sections and realistic Critical Incidents serve as job previews, reducing surprises and mismatches after hiring. Fewer, more focused interviews also feel more respectful and professional to applicants. - Scalable, consistent standards.
Because the Job Success Profile™ and SelectRight™ instruments are role-specific yet standardized, the same hiring criteria can be applied across different sites, regions, and business units. This consistency minimizes local differences and enhances overall hiring quality across the enterprise.
Business Impact: What Changes on The P&L
The numbers supporting behavior-based hiring are real: top performers are typically two to three times more productive than average employees. That difference means hiring more top performers and reducing variability can quickly improve output, safety, customer satisfaction, and profitability. Other, less direct but equally important business impacts include lower preventable turnover, fewer performance corrections, and a stronger brand reputation with customers and candidates. Scheig’s materials summarize these effects: better hires, faster productivity, and improved legal defensibility.
Practical Pathway: A Low-Risk Pilot
Switching to a best-people standard doesn’t need a complete overhaul. A brief pilot provides clarity:
- Select one key role (such as a field technician, nurse, or supervisor).
- Conduct a focused job analysis with top performers to develop a Job Success Profile™.
- Or use a pre-configured SelectRight™ assessment and the My Account Portal (MAP) to manage candidates and deliver ASRs to hiring teams.
- Monitor time-to-hire, interview-to-hire ratio, early performance, and manager time investment for 90 days.
A quick, well-designed pilot gives the evidence needed to expand. No obligation. Just clarity.
Why the Single Standard Matters
Adopting your best people as the hiring benchmark aligns hiring, onboarding, and development. It creates a predictable cycle: the behaviors that identify the best hires also inform evaluation and training. In practice, this means less guesswork for hiring managers, more focused training budgets, and a workforce whose behavior aligns with what already proves successful.
If improving hiring predictability is a goal, the practical question is: what would change if every new hire were measured against the behaviors your top performers already demonstrate? The answer is measurable: higher-performing hires, faster and fairer selection processes, and a stronger bottom line.
FAQs
What does “hiring to your best people” mean, and why does it matter?
“Hiring your best people” means using a Job Success Profile™—an inventory of observable behaviors drawn from top performers—as the standard for selection. Instead of relying on résumés or gut instinct, this approach measures how closely candidates behave like your highest-performing employees, improving hire quality, reducing variability, and making hiring outcomes more predictable and scalable.How do SelectRight™ and AdvanceRight™ work together to enhance selection and development?
SelectRight™ converts the Job Success Profile™ into pre-hire tools such as Interest & Willingness, Self-Rating pairs, Critical Incidents, along with an Applicant Score Report featuring standardized T-scores for fair comparison. AdvanceRight™ applies the same profile after hiring for performance assessment and training. Using both establishes a consistent standard for hiring, onboarding, and development—hiring for the behaviors you need and training for the skills you can teach.What operational benefits can organizations expect from adopting a best-people standard?
Organizations typically see immediate operational gains: fewer interviews, higher interview-to-hire ratios, shorter time-to-hire, less manager time spent on low-value interviews, and an improved candidate experience. Standardized behavioral screening often filters out roughly half of low-probability applicants early, saving time and recruiting costs while enhancing decision quality.How does behavior-based hiring impact business results and the bottom line?
Behavior-based hiring boosts the proportion of top performers—who can be two to three times more productive than average—resulting in higher output, better safety and customer satisfaction, lower preventable turnover, fewer performance issues, and increased profitability. The overall P&L benefits come from better hiring, quicker productivity, and lower rework and rehiring costs.
