The Selection Process takes decision-makers through a step by step process enabling them to save time and make informed decisions utilizing objective data through analytics.
Resulting in increased productivity and retention.
Step 1: Qualify Resumes:
- Review the resumes and select the applicants that have the required measurable job
requirements, such as: experience, education, training, technical expertise, references plus any
other prerequisites necessary for initial consideration. Next – the approved candidates move to
the next step in the Selection process:
Step 2: Screening Assessment(s):
- Screening assessments will quickly and inexpensively provide employers answers to general
performance related questions. This will further refine your applicant pool AND enable you to ask
better questions of those applicants who advance to the Telephone Screen (Step 3).
Many options to choose from:
- HIRING AND SELECTION REPORTS: RECOMMENDED:
- WORKPLACE STRENGTHS
- EXECUTIVE SUMMARY SELECTION
- DISC
- DISC
- MOTIVATORS
- TEAM REPORTS:
- DISC TEAM DYNAMICS
- DISC BENCHMARKING
- DISC GROUP GRAPHS
- DISC COLLABORATION
- DISC INTEGRATED BEHAVIORS
- MOTIVATIONS TEAM
- DISC TEAM WHEEL
- SALES IQ PLUS TEAM
- 360 DEGREE BEHAVIORAL PROFILES:
- DISC 360 DEGREES
- PLATINUM RULE
- SPECIALTY REPORTS:
- SALES IQ PLUS
- PERFORMANCE GAP INDICATOR (PGI)
- EXECUTIVE SUMMARY DEVELOPMENT
- HARTMAN VALUE PROFILE
- EMOTIONAL INTELLIGENCE (EIQ-2)
- LEARNING STYLES
- COMBINATION REPORTS
Step 3: Telephone Screen:
- Schedule a short telephone or video call interview with each applicant who advances from Step
2. Use this as an opportunity to clarify any aspects of their resume or screening assessment
results. The Telephone Screen is also a time saving way to initially gauge each applicant’s
communication skills, professionalism and ability to follow directions. Successful applicants
advance to the Selection Assessment (Step 4).
Step 4: Selection Assessment:
- Having successfully narrowed the pool to an even smaller number of applicants, you’re ready to
email the small number of remaining applicants our selection assessment, The Executive
Summary. Selection assessments provide reliable performance ANSWERS about each applicant’s
behavioral, motivational and thinking styles. Selection assessments will provide you the final
decision criteria based on concrete, multi-faceted data. The insights & data provided by the
Executive Summary will enhance your in-person interviews (Step 5).
Step 5: In person interview:
- By this phase, the four prior steps should have effectively narrowed your pool of applicants. This
saves you the time and trouble of scheduling and hosting in-person interviews with individuals
who aren’t qualified or suited for your organization. You will also have compiled performance
predicting insights & answers unique to each individual. This empowers you to enter each
interview with a well formulated set of questions tailored to the applicant.
Step 6: Selection Decision:
- Congratulations— you’re now prepared to make a decision! At this point, the selection funnel
should have narrowed the original pool to only a handful (or less) of applicants. You can now
confidently invest your time and resources hiring, training and developing the individual(s)
knowing exactly WHO and WHAT you’ll be getting.
