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.

Does your hiring process leave you feeling confident that you’re selecting the best people every time, or leave you crossing your fingers and hoping for the best?

Do you worry about interviewer bias and wish you had additional objective data to ground the selection team in what matters most?

Do you have data to quantify how well your selection system is working and the impact it’s having on the business?

ProActive Consulting specializes in helping organizations create or revamp 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!

Assessment Strategy Consulting

People vary widely in their knowledge, skills, abilities, interests, work styles, and other characteristics. How do we know where to focus? What qualities matter MOST? How can we verify that people have the traits and skills they claim to have? 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.

Regardless of your organization’s size, industry, or expertise in this area, we can bring valuable perspective and insight. Some of the questions we can help you answer:

Do we truly know what we need in this role/organization? And are all parties on the same page?

We use a structured, data-driven process to determine which employee characteristics matter most for YOU, and help you ensure alignment of vision among stakeholders to ensure there is consistency in what you’re selecting for.

Are the tools we’re using “working” in the way we need them to?

Often you “inherit” tools and processes, or have lost sight of why they were selected in the first place. We can help you quantify to what degree the tools you are using are having the needed impact and aligned with your current business objectives.

Is our process set up for maximum impact, efficiency, and candidate experience?

In what order should selection steps take place? Are there changes we could make to improve the process?

Are we weighing candidate info appropriately to make the best decisions?

Are some hiring managers over/under emphasizing certain data points to the detriment of good hiring decisions? Are all involved in the hiring process well-trained on the process so that there is consistency in how decisions are being made?

What assessment tools are best for our needs?

We can help you evaluate the science behind the tool and weigh it against candidate experience, cost, length, reporting options, integration, and other pragmatic factors to find the perfect solution for your unique needs.

Thanks to over a decade functioning as a “vendor-agnostic” consultant, Whitney provides a unique perspective on the broad landscape of the testing and assessment industry, and employee selection strategies, in general. She is a firm believer that there are no one-size-fits-all “best” products, and that tools and vendors should be selected based on their ability to solve a specific problem. She spends much of her time studying the available tools in the marketplace, scrutinizing the science, and analyzing the strengths, weaknesses, and appropriate uses for each.