What You Need To Know
At Right-Hire, we know that your organization's primary goal is to hire the best and the brightest people. We know that every hire you make profoundly affects the bottom line. We know that today, more than ever before, your hiring choices have to be spot on- it is critical that your business operate lean and efficient.
Did you know though, that even the best and brightest companies are using outdated screening and assessment processes as part of their hiring and selection process? Countless employees are hired each year through screening processes that involve self-report questionnaires and inventories, or other instruments that measure their communication style.
Assessing and hiring people by asking them to describe how they perform, how they work, how they think and how they are likely to behave is outdated and ineffective. Just ask the companies who continue to use this methodology. They are losing MILLIONS!
Think about it...... how would you answer a self-report assessment if YOU wanted the job?
Right-Hire customers will tell you that only when they begin using our Right-Hire Assessment they get a detailed, accurate picture of their employee's talent. Many of our client's new-hires are extremely costly to recruit and train. These companies must be certain they are hiring the best.
The good news is that now you can achieve high impact from all your hiring decisions without guessing about the skills and abilities of potential candidates. Our technology precisely measures en employee's talent and their access to that talent.
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Kinds of Assessments Available in the Marketplace:
- Knowledge assessments: test an individual's content knowledge of such areas as supervision, accounting, electronics, and hydraulic systems.
- Ability assessments: measure an individual's ability to perform some mental or physical task.
- Interest assessments: measure an individual's propensity for certain occupations or careers.
- Personality assessments: measure habits of thinking and valuing. They do this by asking the individual to describe themselves, by having them project their thoughts onto an ambiguous stimulus such as an ink spot, or by asking them to recount elements of their past.
There have been numerous lawsuits related to invasion of privacy issues surrounding psychological testing. These include inquiry into past experiences and behavior, especially but not limited to sexual experiences and drug and alcohol use.
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