The Science Behind Successful Hiring
Industrial psychology and behavioral science are a ‘mature’ body of knowledge. The models that have been in use for more than three decades are tried and true, and the vast majority of the assessment products in the marketplace today are built on the ‘Big Five’ personality traits – Extraversion, Agreeableness, Conscientiousness, Stability and Openness.
TalentSorter is different, in four important ways…
First, we’ve taken those five traits as our foundation, and added twenty more to help you get a real sense of the individual. This allows us to present you with a much more complete image of the whole person.
Second, we know a ‘Housekeeping’ applicant should not have the same questionnaire as a ‘Sales Executive’ applicant, because each job requires a very different set of traits for the person to be successful. So, using extensive job analysis data, we designed a patented process that only asks questions related to the most important traits for each specific job role.
Less Time Wasted
Third, the biggest complaint about assessment products is that they take too long. Depending on your requirements, we offer accurate assessments that take just 10-15 minutes, or a ‘full version’ that takes up to 45 minutes.
The ‘Fit First’ Approach
Forth, better insight into job fit leads to better hiring practices, better employees, happier work environments and more success for your company. We believe hiring for job fit is so important that it should be accessible and affordable for all businesses big or small!
TalentSorter Measures What Matters
We help people and organizations make better choices, by collecting better information about the things that matter most and are most predictive of success. There are three levels of questions that need to be answered, and the résumé barely gets at the first:
• CAN this person do the job? – skills, education, availability… collected in the online application form
• HOW will this person do the job? – based on their personal traits and characteristics, are they a good fit for this particular job?
• WILL this person do the job, and WHY? – standards, attitudes, values… is this person a good fit for the environment here?
How We Measure ‘Best Fit’
How is this person likely to approach their work?
How is this person likely to behave as an individual?
How is this person likely to interact with others?
How is this person likely to weather challenge and adversity?
How is this person likely to embrace change?