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Structured Interview Questions designed to reveal the candidates’ strengths as they directly correlate to the behaviors required to do the job successfully.
The questions are developed from the same high-performance job behaviors revealed in the job analysis. It is the confirmation phase of the system and transitions the applicant from the pre-employment domain into the employment domain.
Interviews are notoriously poor indicators of job performance. They are far too subjective and frequently focus on criteria with little or nothing to do with the person’s ability to do the job.
In fact, the probability of the interviewer predicting job success is, at best, 50/50.
Scheig’s InnerView Talks™ help keep the interviewer focused on high-performance behaviors and questions relevant to future job success.
Although an interview is meant to help prevent you from hiring individuals who would be displeasing to work with, what matters most is not what kind of personality a person has but whether they do the specific job behaviors that superior performers tell us makes a difference on the job.
Interviews are notoriously poor indicators of job performance. They are far too subjective and frequently focus on criteria with little or nothing to do with the person’s ability to do the job.
The probability of the interviewer predicting job success is, at best, 50/50.
Scheig’s InnerView Talks™ help keep the interviewer focused on high-performance behaviors and questions relevant to future job success.
Success is Here
Much time and money can be wasted on making the wrong hire. Scheig's proprietary methodology focuses solely on behaviors and job performance abilities, ensuring top-quality hires. When you hire based on job behaviors, employees feel successful from day one - resulting in improved business outcomes.
Scheig's assessments have a unique methodology and proven track record of over 30+ years. Collectively, our senior-level team has over 100 years of education and experience. Our people are Ph.D. and graduate-level social scientists, business and management consultants, software designers, and service professionals.
Our assessments measure how closely the applicant comes to matching the “success profile” of known existing superior performers. Because our assessments are job-specific and performance-based, their predictability is exceptionally high. They have an 88-92% accuracy rate to help you objectively identify and select top performers.
Labor costs are often the largest controllable expense for most companies. Scheig’s assessments are efficient and allow you to quickly identify who will perform well in the job and who will not. This increases your workforce's overall productivity and reduces employee turnover and absenteeism.
Scheig's assessments and evaluations are non-discriminatory and meet all federal EEOC, ADA, and OFCCP hiring guidelines. We offer full indemnification against any EEOC law judgment that our assessments produce an unlawful adverse impact against protected class members.
Our customized assessments are designed to identify job-specific high-performance behaviors and cannot be manipulated. The assessment questions are framed in such a way that candidates cannot differentiate between what would be “the right” answer. This “self-evaluation” improves the validity of the hiring decision.
It’s unfair to evaluate employees on issues outside of their control. Our performance evaluation is designed to measure specific job behaviors critical to job performance, facilitate communication between the manager and staff, correct inappropriate behavior, and give the employee feedback on his/her strengths.
Our assessments are created through an in-person, in-depth job analysis of top-performing talent. We identify the high-performing behaviors used to screen future candidates. How the best people do the job now becomes the standard against which all applicants are measured.
join the success
We rank your applicants according to test scores certified by our experts. This means your HR team can rely on good data to make important decisions, not just their gut feeling.