Using Assessments for Selection

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Finding the right candidate to hire for a position can feel like shooting in the dark. During interviews, applicants exhibit their best behavior and provide strong answers to interview questions.  A firm handshake, nice suit and well-written resume all project a good image.  But image can be deceiving.  Success in the hiring process requires obtaining objective information about an applicant’s work preferences.

HIRING PROCESS RESEARCH

According to research by Dr. John Hunter of Michigan State University, a hiring process that relies on interviews alone is only 14% successful. However, the success rate soars to 75% when behavioral assessments, background and reference checks are added.  With the cost of a poor hire estimated at one to five times annual salary, it’s clear that employers need accurate and objective hiring solutions.

RIGHTPATH PARTNERS WITH EMPLOYERS TO PROVIDE POWERFUL HIRING SOLUTIONS

Sales people need to excel in building relationships.   Accountants must enjoy tracking details and organizing information. But how can an employer measure an applicant’s natural work preferences?

RightPath’s Path4 and Path6 Profile Assessments objectively measure hard-wired behavioral factors that directly impact workplace effectiveness and the success of a hire.  The profiles display natural preferences, benefiting both the applicant and the employer, and ensuring proper job fit.  For example, our profiles reveal whether the applicant:

  • Prefers to take charge or fit in on a team
  • Focuses on building relationships or prefers working alone
  • Tends to see the big picture or focus on details

Discovering the answers to these questions can revolutionize your hiring process and help ensure success. Click here for more information about our Path4 and Path6 Profiles.

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