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.
Our pre-employment assessments are job-specific and performance based. They are designed to help you identify top performers from your applicant pool who have the greatest probability of successfully performing the job. There can be up to three sections in phase one depending on the assessment developed and its requirements.
The Interest and Willingness Checklist – This section serves four purposes.
1. It acts as a communication tool to the applicant by giving them a comprehensive overview of the behaviors they will need to bring to the job to be successful.
2. It allows applicants to select an unwilling response which flags possible problems.
3. It provides a highly useful profile of the applicant’s experience with required behaviors for the job. This profile can be used for more effective training, placement, and further development of existing employees.
4. This section serves as an understanding between the employer and employee of what is expected in the job. The applicant’s results in this section are reported separately from the combined scores of Sections Two and Three.
The Self Rating Checklist
Here, we ask the applicant to choose between two job specific behaviors, the one which best describes them.
We are looking for applicants whose behavioral approach matches the way the best people do the job. This is a very powerful part of the assessment, and the success profile of the job is rooted in this section.
The Critical Incidents Section
Panel members are asked to provide actual on-the-job scenarios which illustrate high performance behaviors.
Again, we know from the panel of experts how outstanding performers are likely to handle these incidents. We are looking for applicants who, by their responses, demonstrate the same competencies as the known outstanding performers.