Welcome to Scheig’s SelectRight™ Hiring and AdvanceRight™ Development Solutions
We measure the whole job, both the human factor behaviors (70 – 80%) as well as the technical aspects (30% or less).
All of our assessments, interview questions, evaluations and training modules are based on a thorough job analysis with people who actually do the job and are considered to be top performers.
We build our solutions around the way the best employees do the job. It then becomes the standard against which applicants are measured. Our data-driven approach identifies the “success profile” for the position. We use this success profile to determine whether a candidate will be a good fit for the job.
Now, more than ever, is the time to improve the performance and reliability of your hiring process. We invite you to contact us to learn more about how this information applies to your company’s hiring challenges.
Within eight months, we reduced turnover to 45% (from 200%), reduced worker’s comp injuries among those hired with the Scheig Test, reduced training time in half and now have a diverse workforce in our warehouse operations. In addition, implementation of the Scheig assessment prior to notification of an OFCCP audit helped save the company several hundred thousand dollars.
VP of Human Resources • Food service industry
Scheig’s proprietary SelectRight™ Hiring and AdvanceRight™ Development Solutions are job-specific, performance-based assessments, a structured interview process and training that focus on identifying, selecting and developing the right talent for the right job.
SelectRightTM Hiring Solution
Hiring managers and HR professionals have the challenging and complex task of identifying and selecting top talent from larger than ever applicant pools. There is a significant need for accurate, efficient and reliable solutions to help screen and select the right candidates for the job.
Structured Interview Process
STRUCTURED INTERVIEW PROCESS
The second phase of the SelectRight™ Hiring solution is the behaviorally based structured interview. This part of the solution confirms the candidate selection using objective measures and allows the hiring authority to further sort, sift and confirm from among those who have passed the pre-employment assessment. The structured interview process consists of interview preparation, questions and scoring.
The structured interview process is used to confirm the applicants’ performance on the pre-employment assessments against the actual competencies and experiences of the applicant. Taking the top performance job behaviors from the test development stage, the questions are designed to reveal the candidates’ strengths as they directly correlate to the behaviors required for the job. The interviewer scores the answers to further reconcile and sort the applicants.
Evaluate performance based on actual situations
Our behaviorally based structured interview process is looking for answers to actual situations in the applicant’s past, the actions they took, and the results of that action. This further confirms their performance capabilities. After successful completion of this phase, the hiring authority is able to identify those who are eligible for hire.
Even Skilled interviewers benefit more with relevant data
Some hiring authorities are very perceptive when it comes to hiring the right individual for the job. They are excellent interviewers, and they know what they are looking for in terms of the applicants’ ability to do the job well. Unfortunately, we don’t all have that gift. Even the good ones make mistakes that they might not have made had they had more information.
One of the reasons to “test” is to give you more information about the applicant, information that can help you in not only who you spend your time interviewing, but the content of the interview itself.
Focus on actual job behaviors
Scheig’s job specific pre-employment assessment and structured interview process focus on the actual job behaviors which will impact the individuals’ job performance. It significantly decreases the probability and cost of making a “bad” hire.