How SelectRight™ Assessments Help Employers Identify Applicants Most Likely to Become Outstanding Performers
Executive Summary
Most hiring processes rely heavily on resumes, interviews, experience, credentials, and, in some cases, personality or psychological assessments. While each may provide some value, they often fail to answer the most important question: Will this applicant actually perform the job successfully?
SelectRight™ assessments from Scheig Solutions are designed to answer that question more directly. Rather than measuring applicants in the abstract through broad personality traits or psychological constructs, SelectRight™ measures them against the specific job behaviors that drive performance in a given role. This distinction is critical. Personality-based tools require employers to make a logical leap from an abstract trait to an assumed job outcome. SelectRight™ eliminates that leap by measuring the applicant’s behavioral approach to the job itself.
The SelectRight™ methodology begins with a detailed job analysis of recognized superior performers in the target position. Through this process, Scheig Solutions identifies the specific high-performance behaviors that define the job and drive meaningful differences in productivity, reliability, quality, safety, teamwork, communication, cost control, and overall performance outcomes. These behaviors are then analyzed and used to create a behavioral Job Success Profile™—a job-specific standard based on how top performers actually do the work.
Once the Job Success Profile™ is established, every applicant can be measured against the same behavioral standard. This allows employers to compare applicants not only against one another, but also against the known high-performance behaviors of superior employees in the role. In practical terms, the best employees’ behavioral approach to the job becomes the benchmark for future selection.
SelectRight™ assessments are designed to measure behavior across the full spectrum of the job, not just the technical portion. While technical skills and credentials may indicate minimum qualification, they do not fully explain why two equally qualified people can produce dramatically different results. The difference often lies in the non-technical, human-factor behaviors that determine whether an employee plans effectively, communicates clearly, stays productive, follows safety practices, adapts to changing conditions, uses resources wisely, and takes responsibility for their work.
The result is a selection tool that helps employers identify applicants with the highest probability of becoming outstanding performers. By using job-specific behavioral data, standardized scoring, and structured applicant reporting, SelectRight™ helps clients improve hiring accuracy, reduce turnover, increase interview efficiency, strengthen legal defensibility, support better onboarding, and improve workforce productivity.
In short, SelectRight™ does not ask, “What kind of personality does this applicant have?” It asks, “Does this applicant identify with the same job behaviors demonstrated by superior performers in this role?”
That is the Scheig Solutions difference: we measure the person for the job–not the trait or the construct.
