Frequently Asked Questions

Have any clients successfully used this service?

Yes, Trammell Crow used this technology to reduce its short term turnover by 50%. LaQuinta Motor Inns, used this technology to pre-screen and improved the quality of it applicants from 35% to 89% accurate. EDS used this technology to improve the accuracy of their recruiting from 70% to 83%.

How quickly can you deliver your services?

Our speed of delivery depends on how quickly your people take the internet-based test we set up for them. The number of days between the first of those tests to the last of those tests, needs to be added to the estimates below.

We can deliver Audit results in a week.

We could deliver the Integrated Hiring System in two weeks.

Of course, these are the fastest times possible, schedule permitting.

How long does it take for someone to complete the Internet-based test?

The time ranges between 20 and 40 minutes per person, and the average time is about 30 minutes.

Because the test is Internet-based, you can have many people take the test at the same time.

Will the Internet-based test be confusing for our employees?

For computer literate people the test is very simple. Your staff can guide the test-taking for non-computer literate people.

We establish pages specifically for each group to be tested. So, for an Audit, there would be separate pages for Applicants, New Hires, and Good Performers. 

The test itself requires the test-taker to order five phrases within each test item. There are 40 items. The ordering is performed by clicking on a phrase to highlight it, and then by clicking the "Up" or "Down" button on the screen, to put it in place.

What is "pre-screening"?

Pre-screening is the process of having the applicant choose to be an applicant or not, based on what they see and read in the recruiting materials and/or employment advertisements.

We have been doing this for 20 years by adjusting the format and language of these materials. The results have been significant in improving the percentage of qualified applicants.

We know how to adjust these materials, because our proprietary test results give us the specific language and thinking processes of the groups we examine. We take that information and eliminate all the language that does not fit for the target task good performers. We also add in the language that does fit. 

The end result is that people who do not have the patterns of the good performers of that task, will not feel good as they look at and read the materials. So, they tend to select themselves out.

For the people who match the characteristics, they will be motivated by the language and they will select themselves in as an applicant.

What screening and interviewing techniques do you teach our staff?

Our proprietary tests are linguistic. So we teach how to ask a series of specific questions and how to interpret the answers.

This interpretation will indicate if the applicant has the characteristics of the good performers or not.

These questions are easy to learn, and we will work with your staff to provide the screeners some interview worksheets which will guide them. We will use those same interview worksheets in the class.

There are usually only 4 to 6 questions to be learned by your screeners.

Is your system acceptable by EEOC?

The EEOC wants companies to use structured interviews to decide about applicants. We will be teaching your screeners how to follow a structured interview which you can use to predict the applicant's on-the-job behavior and performance at task. So, you will have no problem with EEOC using this system.

How is your system integrated into ours?

We work with you to determine how to best integrate our questions into your existing process. But, the decision about where and how to integrate, is all yours.

Some companies have the questions asked by their HR staff, and include the results in the Applicant's file.

Others have the questions asked by interviewing Managers.

There is no 'right' way or 'best' way to integrate our interview steps into your process. We explore with you how to integrate, and you decide how to perform it.

What is the short-term audit you perform after your system is installed?

We want to make sure that the system we installed actually works. So, we audit after a few months, to make sure that the newly hired employees at the task actually have the characteristics of the good performers.