A strong interview list should not be built on guesswork, resume impressions, or who applied first.
A strong interview list should be built on objective, job-specific data that helps managers focus their time on the candidates most likely to succeed. That is exactly where Scheig Solutions’ My Account Portal, or MAP, can make the hiring process faster, cleaner, and more effective.
MAP gives hiring teams a single, organized place to manage Scheig-assessed applicants, review completed assessments, monitor pending assessments, access Applicant Score Reports, and keep applicant data organized by job, location, and status. It is intentionally simple because the goal is not to add complexity to hiring—it is to help managers act on the right information quickly and consistently.
To build an interview list in minutes, start in Completed Assessments. This section lists applicants who have completed the SelectRight™ assessment and are ready for review. From there, sort applicants by T-Score to bring the strongest behavioral matches to the top. A T-Score of 50 is the average, and scores above 50 indicate stronger alignment with the job-specific behaviors demonstrated by superior performers.
Next, open the Applicant Score Report for the top candidates. The ASR provides the applicant’s T-Score, experience indicators, and any unwilling responses. This gives managers more than a ranking; it provides practical information to prepare better interviews. Instead of asking generic questions, interviewers can focus on areas needing clarification, confirm strengths, and assess whether the applicant’s behavioral fit aligns with the job’s needs.
For multi-location teams, MAP makes the process even more efficient. Managers can filter applicants by location, job type, date, or status, helping each team focus only on candidates relevant to their site or role. This reduces confusion, keeps data cleaner, and supports a more consistent hiring process across the organization.
A practical routine is simple: review Completed Assessments daily, sort by T-Score, open the ASRs for the strongest candidates, and compile a focused interview list. Then use the ASR to guide a structured, behavior-based conversation.
Better interview lists lead to better interviews. With MAP, managers can spend less time sifting through applicants and more time engaging with the candidates most likely to become successful employees.
