KeyHire

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 proactively identify developmental areas for new-hires rather than 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 related 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 the top three (or more) candidates. 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.