Assessment Strategy Consulting

People vary widely in their knowledge, skills, abilities, interests, work styles, and other characteristics. These differences directly affect the way people perform and behave on the job. A well-designed selection system can reliably and accurately predict which candidates possess the most important traits for the job, and can do so in a cost-effective and efficient manner.

Ask yourself…

Iicon-02.pngs there anything you can do to increase the predictive validity of your hiring process? Are the steps in your current process yielding measurable results? Are there tools out there that could help your process be both more effective and more efficient?

icon-01.pngAre you feeling pressure to incorporate more data-supported or evidence-based methods in your job? If not, could it be coming? Have you been hearing more about “metrics,” “analytics,” or “big data”? Is now your chance to get ahead of the curve?

icon-03.pngCan you calculate the impact that your hiring processes have on the organization’s bottom line? If pressed, could you tell your C-Suite exactly how accurate your selection system is, and quantify the ROI of your efforts? Is there an opportunity to further solidify your strategic value to the organization by improving in this area?

ProActive Consulting specializes in helping organizations create or re-vamp their selection system for maximum impact. Regardless of your organization’s size, industry, or expertise in this area, we can bring valuable perspective and insight, can increase your team’s capacity to act, and can create alignment and focus amidst competing internal objectives.

Assessment System Design projects often incorporate some or all of the following components:

  • Current Assessment Impact Review: looking at the tools/process currently in place to determine whether or not they’re being used to their full potential, are having the desired impact, etc.
  • Selection Process Consulting: reviewing current selection process to determine ideal flow, where in the process an assessment would add the most value, etc. Often involves taking steps to understand the unique perspectives of end users (recruiters, hiring managers, etc.) and other key stakeholders to ensure that the new solution will meet their “real world needs.” This ensures enthusiastic adoption and “buy in” from those with the power to make or break the new system.
  • Job analysis: visiting sites, observing jobs and environments, interviewing SMEs to determine the knowledge, skills, and abilities needed for key roles, etc.
  • Determining what to measure: analyzing job analysis data, turnover data, performance data, talking with SMEs, etc. to determine what we can measure that will have the greatest business impact on key metrics (or, sometimes, first determining which metrics matter most).
  • Vendor research: identifying vendors that meet the established criteria and measure the needed constructs in a valid, reliable, compliant, cost-effective, and practical way.
  • Implementation: Working with the organization and the selected vendor to coordinate and launch a pilot, measure the results/success of the pilot, rolling out to the rest of the organization. Coordinating the communication and training that goes along with implementing a new selection procedure to ensure maximum adoption and buy-in.

 

Depending on your needs, internal resources, and budget, we can customize a solution that works for you!