T-Scores in MAP: The Metric That Helps Managers Prioritize Candidates
Scheig Solutions’ My Account Portal is designed to help managers prioritize candidates using objective data. Hiring managers are often asked to make quick decisions with incomplete information. Resumes can be polished, interviews can be subjective, and experience alone does not always predict job success. That is why Scheig Solutions’ SelectRight™ assessment and My Account […]
Why Long-Time Clients Continue to Trust Scheig Assessments
A refresher on the science, validity, and reliability behind Scheig’s job-specific pre-employment assessment methodology Executive summary Scheig’s methodology remains trustworthy because it measures candidates against the real behaviors of known superior performers, not against abstract personality constructs. Through detailed job analysis, expert-panel input, proprietary statistical prioritization, standardized T-score reporting, and legally defensible validation practices, […]
Measuring the Person for the Job
Scheig Solutions’ My Account Portal, (MAP), can make the hiring process faster, cleaner, and more effective. How SelectRight™ Assessments Help Employers Identify Applicants Most Likely to Become Outstanding Performers Executive Summary Most hiring processes rely heavily on resumes, interviews, experience, credentials, and, in some cases, personality or psychological assessments. While each may provide […]
How to Build an Interview List in Minutes Using MAP
Scheig Solutions’ My Account Portal, (MAP), can make the hiring process faster, cleaner, and more effective. A strong interview list should not be built on guesswork, resume impressions, or who applied first. A strong interview list should be built on objective, job-specific data that helps managers focus their time on the candidates most likely […]
The Hidden Cost of “Gut Feel” Hiring
Better Hiring Starts with Better Benchmarks Every Hiring Manager has had the Feeling. A candidate seems sharp. They make eye contact and answer questions smoothly. They have the right kind of experience. Something about them just “feels right.” That instinct can be tempting to rely on. After all, hiring is a people decision. Managers […]
How AmeriGas Strengthened Hiring Quality, Safety, and Retention with Scheig Solutions
AmeriGas places a strong emphasis on safety, rigorous training, reliability, and customer service A Data-Driven Selection System for a Safety-Critical Workforce AmeriGas, the largest propane distributor in the United States, operates in a business where hiring quality is not simply an HR priority—it is a safety, service, and operational imperative. Founded in 1959 and […]
How the “My Account Portal” Helps Multi-Location Organizations Stay Organized
Scheig Solutions’ My Account Portal, or MAP, is especially valuable for multi-location organizations. Hiring across multiple locations can become complicated quickly. Different managers, different job openings, different applicant pools, and different assessment links can create confusion if the process is not organized. That is why Scheig Solutions’ My Account Portal, or MAP, is especially […]
The 30/70 Reality of Job Performance: Why Human-Factor Behaviors Decide Who Thrives at Work
The 30% problem. Skills matter, but they’re not the whole job. If you’ve ever hired someone who looked perfect on paper—qualified, experienced, even impressive in the interview—only to watch performance stall once the job started, you’ve seen the 30/70 reality in action. At Scheig Solutions, we’ve spent decades studying a simple question: Why do two […]
User Permissions 101: Giving the Right People the Right Access
User Permissions 101: Giving the Right People the Right Access A well-organized hiring process depends on more than good applicant data. It also depends on ensuring the right people can see, review, and act on that data at the right time. That is why user permissions in Scheig Solutions’ My Account Portal (MAP) are […]
What Reliable Hiring Looks Like Across Multiple Managers and Locations
For multi-location organizations, hiring consistency is especially valuable. As organizations grow, hiring becomes more complex. Multiple managers may be involved. Different locations may have distinct applicant pools. Departments may face varying staffing pressures. Over time, each hiring manager may develop their own habits, preferences, and assumptions about what makes a “good candidate.” That is […]