We provide the only comprehensive, behaviorally-based system that includes a job-specific pre-employment assessment. Here’s what that means: our assessment (which takes between 20-30 minutes of the applicant’s time, not yours!) will identify the people from within your applicant pool who possess the specific job behaviors that match those of known top performers that do the same job.
Personality tests do not and cannot provide you with this valuable perspective, which is really the only information that matters most to you: is this person likely to do the job and do it well? And while personality tests, psychological assessments, and interviews can often be fooled, our powerful assessments cannot be faked or fooled. We are the experts at these assessment tools and they’ll help make you an expert at hiring.
There have been many studies on the cost of employee turnover, but most agree the range to replace an employee is somewhere between 15% and 200% of their salary. Turnover costs tend to vary by wage and role, with high-turnover, low-paying jobs (under $30,000 a year) closer to 15% of their salaries, and high-level executives ($100, 000 or more) closer to 200% or more of their salaries. For example, the cost to replace:
– $10/hour retail employee could be $3,000 or more
– $40k manager could be $8,000 or more
– $100k CEO could be $200,000 or more
These costs can really add up quickly. Reducing turnover is one of the best ways to save your company money.
Most statistics say that the average number of hours spent training a new employee ranges from 34 – 50 hours. The larger the company, the fewer hours spent, most likely due to organized training practices and programs, which aren’t necessarily utilized by smaller companies. When looking at training costs:
– $10/hour retail employee could be $500 or more
– $40k manager could be $700 or more
– $100k CEO could be $1,600 or more
Training is expensive and we have come to understand that the belief that anyone can be trained to do anything is just not so and is a very poor use of training dollars. It makes much more sense to start with the “right” people.
“With high-performance new hires, the training time has been reduced by nearly 50% from 12 days to 6 days.” Director of Operations, Sysco Food Service
“Every person we’ve hired since implementing Scheig’s program has completed our 90-day orientation period. This has never happened before.” Director, Hermann Hospital Child Care Center
The courts have been clear that the typical interview is, in fact, a test – a subjective test that some people will pass and some people will not – and most companies would find it very difficult to demonstrate the validity of their interview. The Scheig interview introduces demonstrable validity into the process.
“One aspect of a Scheig assessment is that its questions and structure are such that the assessment is not racially, culturally or gender biased.” Davey Mitchell, Los Angeles Urban League
“The Scheig system eliminates some of the liability from our hiring processes as the test helps to remove any prejudice allegations.” President, Hoaglund Electric, Inc.
“We had a candidate who had complained about having been discriminated against in previous situations. We had doubts about his suitability and the Scheig assessment confirmed he was not a good candidate and it provided us with an objective evaluation that helped us avoid a discrimination charge.” Assistant Superintendent, East Valley School District
“Using the Scheig system, we have reduced our interviewing time by 75%.” VP Operations APG Electric
Yes! High-performance employees are 200% to 300% more productive than their barely acceptable counterparts. So by identifying candidates who can perform at the same levels as those high-performance employees, you can build a team that saves you time and money.
“We are taking the time to interview people who score high on the Scheig assessment, but who have previously been rejected because of their background. These people are proving to be superior performers, people who are helping our company’s profitability.” Manager of Organizational Learning, Alliant Foodservice
“Productivity on our Red Blugg project was the highest we have seen on a multimillion-dollar job. We only had $1,000 of workmen’s compensation losses.” President, Kearney Electric Company
Register your company and create an account. Select the type and quantity of assessment(s) you desire. Your account will become active once your purchase has been completed. To get started, click here.
We accept checks, direct ACH debit from US banks, and major credit cards. Accounts are activated once the check has been deposited and funds received.
Yes, we certainly believe so. Simply distribute the assessment links provided to you through your client account portal. Once an applicant has completed an assessment (20-30 min.), you will be notified to check your client portal where all your applicant score reports are listed for easy review. The applicant score report (ASR) quickly shows the applicant’s bottom-line, straightforward assessment score, so you can make easy and quick decisions about whether or not to proceed with an applicant or continue in your recruiting and selection process.
Yes we can! If you are using an ATS that we don’t yet integrate with, talk to us.
We follow industry standards regarding data security and retention.
We are available via phone during regular business hours, Monday-Friday, 7 a.m. to 4 p.m. PST, via email, and chatbot. And best of all we do not have a phone tree!
We also provide live and On-Demand training and product and service demos, as well as written information and tutorial resource materials.
Yes. Contact us for details.
For this question we say adamantly: early, and often! The best way to see the benefits of our assessment is to use it as the first step in your selection process. This helps provide the process and administrative streamlining benefits, EEOC compliance, and qualifications for indemnification we provide. If an applicant isn’t a great behavioral match for the job, why allocate any further expense of time and money?
For more information visit these links.
Yes, and no. We can provide “knock-out” questions that you may want in place. For example, if you require certain licenses or certificates, we can plug those in prior to the assessment proper, preventing the applicant from continuing if those conditions are not met. However, we do not allow additional assessment or test-type questions to be added.
Our pre-configured assessments have been previously developed and are now actively available for immediate use. Our new assessment development, however, entails just that, the development of a new assessment. If you would like more information regarding the development of an assessment for your organization, click here.
Yes, we can. Our development process can deliver an assessment to your organization in about 3 weeks, once you are ready to begin. To further discuss the process and benefits of developing an assessment for your organization, click here.