The Hidden Legal Risk of Subjective Hiring
Subjective hiring exposes the organization to legal and compliance risks. Why subjectivity is indefensible — and how objective, content, and criterion-valid job-specific assessments protect organizations Hiring involves emotional effort. Hiring managers seek confidence, while candidates aim to display it. However, beneath stories and good intentions lies a legal challenge: subjective hiring can put the […]
Why Scheig’s Assessments are Valid, Accurate, and Worth Trusting
SelectRight™ assessments replace guesswork with proven prediction. Organizations hire based on hope more often than they admit. A polished résumé, a confident interview, a relevant credential — they all ease uncertainty. But they do not, reliably, predict who will perform consistently over time. Scheig’s assessment methodology goes beyond guesswork to deliver proven predictions. Built […]
A Job Success Profile
The Job Success Profile™ changes the hiring conversation Every organization already has a blueprint for success — it’s embedded in how your top performers do their work. Every employer considers “what the job is.” Few organizations have a clear, objective answer to the tougher question: how do the people who truly succeed in that […]
Turn Personality Tests on Their Head: Measure the Job, Not the Trait
Measure what people actually do on the job — not which trait label they earn in a survey Personality = abstract. Behavior = predictive. Here’s a simple rule: if it won’t change the outcome on the job, it shouldn’t change your hiring decision. Hiring teams love tidy labels. Personality tests give them neat categories […]
Why Even the Most Technical Jobs Are Only ~30% Technical, and How to Turn the Remaining 70% Into Hirable Evidence
Credentials confirm who can, job behaviors reveals who should The 30% Problem You’ve seen it before: two candidates arrive with the same license, the same certificates, and similar résumés. One becomes a steady contributor; the other becomes a recurring problem. That gap is the 30% problem: roughly 30% of a job’s predictable success is […]
Hire for Behaviors, Train for Skills
Hire for Behaviors, Train for Skills Why Scheig’s Behavior-first Method — Combined with a Test-and-Measure Discipline — Turns Hiring from a Coin Flip into Predictable Performance There’s a tempting logic in hiring: credentials prove competence, résumés show exposure, and interviews reveal fit. But Scheig’s research is clear and firm: these inputs can only take […]
When Credential Isn’t the Difference: Why Job Behaviors Distinguish the Truly Skilled from the Just Qualified
Technical competence — the “can they?” — is essential but often only a small part of the performance picture. A license, certification, or credential clearly shows that this person has passed a standardized test or completed required training. A résumé, on the other hand, indicates where someone has worked and what they have been […]
Interviews are Roughly a 50/50 Bet and Behavior Explains Why
Scheig doesn’t dismiss interviews, it redefines them as one tool among others that must align with the job’s behaviors Scheig’s research is clear: when hiring teams mainly rely on interviews to predict job success, their chances are about 50/50 — like flipping a coin. Sometimes, the odds are even worse. This pattern is most […]
Three Tips for Better Hiring
A vital step in the hiring process is knowing precisely what you’re looking for in a candidate. By Richard F. Scheig Remembering a few pointers will save you time and money in the long run. Unlocking Successful Hiring with Three Essential Guidelines Recruiting and hiring the right candidates can be daunting, but it’s also […]
The Bad Hire: Hire For The Behaviors, Train For The Skills (Part 3 of 3)
Minimum qualifications tell you who you can hire, but they do not tell you who you should hire. Unveiling the Power of Job Success Profiles In previous newsletters, we have suggested that hiring those “minimally qualified” or identifying those appropriate for training takes an accurate job success profile. Decoding Job Success: Beyond Minimum Qualifications What […]