What Would It Change If Your Best People Became Your Hiring Standard?
Every organization already has a blueprint for success — it’s written in the habits of its top performers. Imagine a hiring process that doesn’t focus on polished résumés or gut impressions but instead asks one simple question: Does this person behave like our best employees? That question shifts hiring from hope to evidence. It […]
Hiring Smarter Doesn’t Have to Be Harder
When adoption is simple and outcomes are obvious, the positive business impacts are clear. Powerful hiring tools should simplify — not complicate — the way you work Many organizations fear that upgrading hiring processes will be difficult to implement: “That sounds powerful, but it will be hard to implement.” This concern is valid. New […]
Interview Efficiency
Scheig’s basic prescription is simple and unapologetic: don’t interview everyone who applies. Interviews should be earned—not automatic Interviews are valuable because they allow hiring managers to understand nuances, assess judgment, and gauge fit. However, that value only exists when interviews are targeted at the right candidates. If not managed carefully, interviews can become costly […]
Why T-Scores Are a Better Way to Measure
Think of the T-score as a standardized yardstick for applicant behavior. Standardized scores reveal genuine differences and accelerate fairer, more consistent hiring. Good hiring depends on clear signals. When organizations measure the behaviors that actually produce results, they can replace guesswork with repeatable decisions. That’s the power of T-scores when they’re applied to job-specific […]
Inside a Job-Specific Assessment (No Psych Jargon Required)
A plain English look at what’s actually in a job-specific assessment — and why each part matters There’s a lot of mystique surrounding “assessments.” People picture buzzwords, obscure scoring methods, and personality theories. The reality is much simpler—and more practical. A job-specific assessment done the Scheig way is simply a thoughtful, straightforward way to […]
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 […]