We know using assessments can feel a little intimidating at first.

• How can you be sure they really work?
  Just ask the US Department of Labor. (Or download their Testing and Assessment Guide to Good Practices [PDF]). The DOL will tell you the use of objective assessments in the hiring process significantly increases hiring reliability. That’s because getting that objective information is the best way to conduct Job Matching, the DOL recommended process to match the candidate’s traits and abilities with your needs.
• Are they really worth the investment?
  If you’ve ever hired somebody that didn’t work out you know how valuable getting information up front would be to your bottom line. Screening assessments save money by helping you avoid potential problem employees. Selection assessments go directly to your bottom line by enabling you to choose the best fit according to your top performer needs.
• How do you know which ones to use?
  Keep reading our “How to choose the right assessment!” You can also e-mail or call us. We guarantee to recommend the best assessment for your needs. And because we work with some of the top assessment publishers in the country we’re not limited to the tools from only one test provider.
• Aren’t they really expensive?
  Not compared to the expense of making a bad hiring decision. Statisticians estimate the cost of a bad hire ranges from $13,000 for an entry level employee up to four times the salary of a top level employee! And that is if the turnover is in the first year. Imagine the losses if that employee has been allowed to stick around for any length of time. Our assessment prices range from less than $60 to under $600. No matter how you look at it, they’re cost effective.
• Are they legal?
  Yes. Because they improve the reliability of your hiring process they provide even more legal safeguards than not using assessments. Assessments bring consistency, objectivity and science to hiring.

That’s why we provide you with the information you need to make a decision whether assessments are right for you.

Call or e-mail us today to see if now is a good time to try assessments.
("Still nervous? Check out our synergize! guarantee!")

• What problem do you want to solve?
• What information will assessments give you to help you solve the problem?
• Is the cost of the assessments a good investment into finding a solution to your problem?
• Are the assessments accurate? Is there a detailed technical manual to provide you proof of validity? This is not a letter from a psychologist stating the assessments are valid. This is the raw data regarding the process used to validate and ensure reliability of the tools. (You may not want to read it – but your assessment provider should be able to provide it!)
• How are the assessments given?
• How long does it take to finish the assessments and to receive results?
• Is there any training involved in administering or interpreting results?
• Can I administer them myself, or do I have to pay the provider to do it?
• Does the assessment provider work with more than one test publisher, or are they limited to assessments from only one provider?
• How do the assessments compare to others on the market?
• What guarantees does the assessment provider offer?

We hope your answers to these questions will lead you to call or e-mail us for more information on the solutions we can provide to help you energize your workforce!

Now that you’ve decided to try assessments, ask yourself the following questions to determine which type you need:

1. Is this an hourly position?
2. Do you want to know
   • If they’ll be honest.
   • How likely they are to be hostile on the job.
   • Whether they’ll show up, and show up on time.
   • If they’ll use your computer to do non-work tasks.
   • How likely they are to use alcohol or drugs.
   • If they might tell dirty jokes on the job.
3. Is it important to know how quickly they learn?
4. Do you want to compare them against top – and bottom – performers in similar positions?

If your answers to these questions are yes then you want a Screening Assessment. Screening assessments screen out – or help you avoid – candidates that are most likely to engage in counterproductive behaviors.

1. Is this a professional, salaried or commission position, or position with a lot of responsibility?
2. Are there management or supervisory responsibilities?
3. Do you stand to lose a lot if you make a hiring mistake?
4. Is there growth opportunity in this position?

If your answers are yes then you want to use Selection Assessments. Selection assessments help you select in the best fit for your company, your position and your team. Selection assessments enable job matching, the US DOL recommended process for hiring.