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What is an Organizational Psychologist?

When do you call In a professional for a candidate assessment?

This is an important question that is typically asked in a tone that sounds like, "When should the company buy Lamborghinis for every manager?". One-on-one assessment is not cheap, but it costs a tiny fraction of the cost of a hiring mistake. Because it is clearly cost effective, only the needs of the situation need be taken into account. .

There are really only three questions that need be considered. If the answer to any of them is "Yes" -- professional assessment is appropriate: .

  1. Is hiring the "wrong" person too expensive?
  2. Recruiting, screening, interviewing, hiring, on-boarding, training and ramp-up costs are mostly lost if the person leaves in the first several months. That typical cost estimate (on the low side) is 2.5 times their annual salary. (Imagine what that cost is -- if the new employee ruins the relationship with one of your good clients).

  3. Has the candidate gotten "mixed reviews" after multiple interviews?
  4. A professional assessment is not merely a "tie breaker". It is considerably more than one additional vote for one side or the other. The professional interviewer is able to give feedback which the other interviewers can compare to their "reading" of the candidate. Perhaps more importantly, the professional will discuss their view of the candidate and the data that they collected can be "checked for accuracy". Improved interviewing skills over time is an added bonus of the process. !

  5. Is the candidate's future development potential important for the company?
  6. Most hiring managers do an excellent job of evaluating the candidates' knowledge of the industry and the depth of their experience. However, most have difficulty assessing potential. To accomplish professional growth the individual needs to have sufficient ambition, drive and the intellectual capacity. Not everyone needs to be able to do the "next" job, but having too many employees who can only do their current job and are unlikely to grow into a higher job is not healthy for any organization.

Extensive Training and Experience

The organizational psychologist is a highly trained interviewer with extensive experience at determining individual characteristics and how they interact with corporate cultures. They also have the ability to communicate that information to the hiring managers in a way that lets them evaluate how the candidate will need to be managed. This "head start" on a management strategy can cut ramp-up time considerably.

If you would like to find out more about professional assessment and how it can help YOUR company:

Call us TODAY for a free consultation!