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Looking for success . . .
Looking to hire . . .
Looking for hiring support . . .
SDS can help you find talented people -- consistently. We have the tools to help you find honest, smart, hard-working individuals with the background necessary to help you succeed. Why settle for adequate when you deserve outstanding? We'll deliver "the best" people to your doorstep using a fast, accurate, cost effective, and fair process.
The Ph.D. level industrial psychologists at SDS will support your team in all of their employee selection and development endeavors. Assessment validation, job analysis, custom test design, structured interview development, hands-on assessments, physical abilities testing, adverse impact analysis, and needs analysis are among our areas of expertise.
SDS is on a mission to help one-million people find success. Help us reach our goal by allowing us to help you find your success. Whether you're an executive, a manager, a craftsperson or a student, we will notify you when positions become available that match your interest and ability profile. Click learn more to complete your one-minute profile.
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Who we are
1-906-226-2829
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Since 2001 SDS has worked with the largest organizations and the smallest to help them identify and develop top performing individuals. We always have three goals in mind--accuracy, defensibility, and practicality. Our no compromises approach utilizes decision science, technology, and conscientious human support to provide your organization with custom, long-term solutions to recruitment, selection, development and retention issues.
© 2010 Stang Decision Systems
Stang Decision Systems
hire better faster
Services
PetroSelect
KeyHire Selection
In-Depth Assessments (IDAs)
Job Analysis
SDS Online Application
Outlook Inventory
BVI Personality Assessment
Job Skills Testing
Job Knowledge Testing
TestPrep Online Workshop
TestPrep Workshop
Structured Situational Interview
Work Demonstration Exercises
Physical Abilities Testing
Baseline Composite Scoring
Feedback Loop Validation
SkillBuilder Gap Analysis
SkillBuilder Progression Evaluation
Career Exploration
Career Development
Position interest tracking
Predictive algorithm development
Employee satisfaction surveys
Customer satisfaction surveys
Statistical Analyses
Research and Development
Item/test analysis
Adverse Impact Analyses
Criterion validation
Content validation
Custom test development
Training
Legal advocacy
Coaching & Teambuilding
About SDS
Our Decision
From day one we made a choice to encourage decision making that utilizes the best scientific methodologies in a practical, user-friendly manner. We bring expertise directly to the non-expert, while enhancing the decision making of current experts. We encourage the use of a systematic, rational examination of facts, and discourage the use of arbitrary, unethical factors when making life-changing decisions.
To encourage the use of scientific decision making processes, as opposed to error-prone, biased, and subjective methodologies, Dr. Spencer Stang formed two sister companies: Stang Decision Systems and SportLab, Inc.
Stang Decision Systems focuses on improving hiring and employee development decisions. SportLab focuses on similar decisions made in the world of sports. In practice, the technologies and techniques used to make better decisions in both areas are variations on a common theme. Many of the processes developed by SportLab have found their way into systems used by SDS.
906.226.2829
KeyHire Employee Selection
SDS will implement and administer a custom designed and validated employee selection process for any role at any organization. For most positions we will recruit, assess, and select a small group of candidates for you to interview. Our goal from posting to interview is to have your pre-qualified pool of candidates ready to interview within 30 days. You will benefit from knowing that the candidates you interview not only exceed the minimum qualifications for the position, they also demonstrate the potential to be exceptional within a specified role.
Success Rate
We track the success rate, also known as hit rate, of all candidates hired using the KeyHire selection methodology. At one-year, over 95% of our recommended candidates are rated by their immediate supervisors as "would hire again." The traditional success rate of candidates hired using a standard hiring procedure is between 50% and 70%.
Default Methodology (customized by position)
Job Posting Using the information obtained in the job analysis, a job posting will be created and posted for recruitment purposes. Postings will include all relevant free job boards, local newspapers, select regional and national pay job boards, and professional publications.
SDS Online Application Applicants will respond to postings by completing the SDS Online Application. The Online Application is a scored instrument which uses our exclusive Baseline Applicant Ranking Technology (BART) to quickly and accurately measure minimum and preferred job qualifications. Candidates who do not meet minimum qualifications are notified immediately. Candidates who do meet minimum qualifications are invited to participate in the BVI (see next step). Research suggests the SDS Online Application process with BART is faster, more objective, and 40% more accurate than standard resume screening processes.
SDS BVI (Big Five Inventory) The SDS BVI measures thirty different facets of personality that are carefully mapped to position requirements identified in the job analysis. In addition to improving prediction of future job performance, BVI results also help employers identify potential developmental areas for new-hires allowing them to address them proactively, rather then waiting for problems to arise.
SDS Structured Interview Trained SDS interviewers will conduct a job-specific initial interview. The focus here is on measuring critical competencies identified in the job analysis, especially competencies that are not well measured by other assessments.
Problem Solving Assessment We use a computer based battery of job relevant problem solving tests to assess each candidate's ability to solve job relevant problems. Proctored assessments of logical reasoning, quantitative reasoning, verbal reasoning, and technical job skills (optional) will be conducted to measure key problem solving abilities.
In-Depth Assessment Reports (IDAs) Complete IDA Reports will be generated for top scoring candidates. Each report will summarize data gathered from the above steps. Each report will contain a customized BASELINE composite score that summarizes a candidates overall probability of success in a specific role. Validation research suggests that using objectively derived BASELINE scoring will significantly improve the accuracy of the final decision.
Final Interview An onsite interview is done for top 3 (typically) scoring finalists. Over 90% of the time your hire will come from this group, but additional candidates can always be reviewed if none of the top candidates impress your decision makers.
Final decision and job offer Always up to the client.
Standard per-hire professional fees
$2900 for full time positions with starting pay between $20k and $49k.
$3900 for positions with starting pay between $50k and 99k
$4900 for positions over $100k
Exact up-front pricing is provided after evaluation of a specific job opening. Fees are not charged if open position is not successfully filled. Fees do not include candidate travel, offsite testing of distance candidates, or advertising expenses
Support for your In-House Employee Selection and Development Processes
Our Ph.D. level Industrial & Organizational Psychologists will work with your job experts to design custom selection programs for all of your positions. Details of the process are determined after conducting a thorough job analysis with your subject matter experts. Each process is unique, specific to the organization, the job, and the location. Common steps included in the process include:•SDS Online Application: A custom Online Application is used to establish minimum and preferred qualifications. The SDS Online Application is more accurate, more defensible and faster than standard screening of qualifications.•Outlook Inventory: An online attitude inventory that measures the applicants approach toward safety, team-orientation and dependability. This survey uses a difficult-to-fake forced-choice format. •Job Skills Tests: We will create a group of tests that measures job-related skills. Possible test choices include math, reading, mechanical understanding, logical reasoning, remembering, listening, writing, reading gauges, visual-inspection and spatial perception. All tests are designed to measure the exact type of skills required on the job; for example, a reading test would include passages from company safety manuals or other job related materials. Unlike even the best off-the-shelf tests, every question on every test is job relevant. •Job Knowledge Tests: For specialized jobs, we will create a test measuring the candidates specific knowledge of tasks related to the position. Once again, all items on the test are real, job-related questions. •Structured Situational Interview: A Structured Situational Interview with behavioral anchors is developed using best-practice techniques for interview development. For example, all questions are linked to the job analysis, and all scales are ancohored with behavioral samples to maximize inter-rater reliability.•Work Demonstration: Applicants are asked to participate in a hands-on demonstration of capabilities. Examples include working on a refinery simulator (operations candidates), putting a pump together (machinists) and developing a plan to solve a series of strategic problems (managers). Work Demos typically measure technical skills as well as more general competencies such as interpersonal skills, problem solving, communication skills and motivation. •Physical Abilities Test/Company Tour:: While touring the facility, candidates participate in a series of job-related physical ability tasks such as carrying fire extinguishers, climbing ladders and opening and closing valves. Although the steps above are listed individually, they are typically combined for logistical convenience. The process typically requires 2-3 candidate visits with a smaller pool after each visit. To achieve a 95% success rate we generally recommend hiring from the top 5 percent of the candidate population.
Our Ph.D. level Industrial & Organizational Psychologists will work with your job experts to design custom selection programs for all of your positions. Details of the process are determined after conducting a thorough job analysis with your subject matter experts. Each process is unique, specific to the organization, the job, and the location. Common steps included in the process include:
•SDS Online Application: A custom Online Application is used to establish minimum and preferred qualifications. The SDS Online Application is more accurate, more defensible and faster than standard screening of qualifications.
•Outlook Inventory: An online attitude inventory that measures the applicants approach toward safety, team-orientation and dependability. This survey uses a difficult-to-fake forced-choice format.
•Job Skills Tests: We will create a group of tests that measures job-related skills. Possible test choices include math, reading, mechanical understanding, logical reasoning, remembering, listening, writing, reading gauges, visual-inspection and spatial perception. All tests are designed to measure the exact type of skills required on the job; for example, a reading test would include passages from company safety manuals or other job related materials. Unlike even the best off-the-shelf tests, every question on every test is job relevant.
•Job Knowledge Tests: For specialized jobs, we will create a test measuring the candidates specific knowledge of tasks related to the position. Once again, all items on the test are real, job-related questions.
•Structured Situational Interview: A Structured Situational Interview with behavioral anchors is developed using best-practice techniques for interview development. For example, all questions are linked to the job analysis, and all scales are ancohored with behavioral samples to maximize inter-rater reliability.
•Work Demonstration: Applicants are asked to participate in a hands-on demonstration of capabilities. Examples include working on a refinery simulator (operations candidates), putting a pump together (machinists) and developing a plan to solve a series of strategic problems (managers). Work Demos typically measure technical skills as well as more general competencies such as interpersonal skills, problem solving, communication skills and motivation.
•Physical Abilities Test/Company Tour:: While touring the facility, candidates participate in a series of job-related physical ability tasks such as carrying fire extinguishers, climbing ladders and opening and closing valves.
Although the steps above are listed individually, they are typically combined for logistical convenience. The process typically requires 2-3 candidate visits with a smaller pool after each visit. To achieve a 95% success rate we generally recommend hiring from the top 5 percent of the candidate population.
Three steps to success . . .
Step 1: Exploration
SDS professionals will help you explore your career options using industry standard career exploration assessments in combination with SDS's proprietary measures of personality and problem solving. Whether you're a high school student looking for the best path forward, or a seasoned vet looking for a mid-career shift, information is key to your success. We'll help you gather and interpret essential information--it's up to you to make it happen. We will e-mail you a comprehensive report outlining jobs that are aligned with your personality for $50. Additional support is available on a case-by-case basis.
Take the career interest inventory here.
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Step 2: Education
We can't help you get an education, but we can tell you that every job we have ever filled requires core problem solving skills at some level. Whether it's a high school degree, trade school, or post-graduate education, get the education you need to achieve your goals.
Once you have your education we will help you prepare for the hiring process. SDS TestPrep workshops, online or in-person, will help you prepare for SDS pre-employment testing processes. The TestPrep online workshop is specifically designed to familiarize job candidates with SDS Job Skills Tests which include measures of math, reading, logical reasoning, mechanical understanding, listening, remembering, space relations, writing, and visual inspection. TestPrep is divided into two parts:
•Part I of the workshop covers general test-taking practices and skills, as well as different question types.
•Part II of the workshop provides an overview and examples of the specific tests given during the pre-employment testing session.
TestPrep workshop is self paced but most people will finish in less than two hours. If you are applying for a position with a company that uses the SDS testing program then they may provide live workshops in your area for no charge. As an alternative you may also sign up for the online workshop for a cost of $19. All proceeds from this program are used to add additional content and improve the overall effectiveness of the workshop.
You may go through the TestPrep Workshop as many times as you like in 60 days.
Sign up for TestPrephere.
Step 3: Employment
When you are ready for a better job, add your info to our candidate database and we will let you know when positions meeting your specifications become available. We don't charge for this service and we won't sell your info or otherwise trouble you with unwanted e-mails (we hate spam as much as you!). In the process of helping our clients find the best people we'd like to help you find your success.
Sign up for employment notifications here.
Our experience . . .
Sometimes a prospective client will ask, "Do you have experience hiring _______________?" Often the answer is yes, but even if we are helping a client hire an industrial electrician, which we've done countless times, we are still going to design the process for that client specificically. One of the biggest mistakes made in hiring is assuming that a test or process that worked somewhere else is going to work for you just as well. Because our approach is to build each process to match the needs of the client/job/location, you can be assured that SDS processes will work as intended.
A sampling of job families utilizing customized SDS employee selection processes includes . . .
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physical address
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