Our Ph.D. level Industrial & Organizational Psychologists and highly trained Project Managers utilize the latest decision-science research and continuously improving technologies to help you make better decisions. We encourage the use of systematic, rational, evidence-based systems and discourage the use of arbitrary factors when making life-changing decisions. An extensive sampling of our services is listed below.
CUSTOM HIRING PROCESSES
Each of the processes outlined below utilize SDS custom-hiring processes to help you hire the best candidates in an efficient, fair manner.
In-Depth Assessments (IDAs): Full assessment of job related competencies to supplement your current employee selection program.
OneStep: Family of optimal hiring processes for high volume hiring needs. Quickly and efficiently identify the best and the brightest from large applicant pools.
IndustrialSelect: Optimal hiring process for non-salaried industrial, manufacturing, and mining positions.
PetroSelect: Optimal hiring process for non-salaried Petrochemical positions.
Keyhire: Optimal hiring process for high-level positions or “one-off” hiring cycles.
CUSTOM HIRING TOOLS
The measurement tools outlined below each play a different role for predicting job performance. They can be mixed and matched in combination with existing assessments to create an optimal hiring process that meets the exact needs of your organization.
SDS Online Application: Resumes and old-fashioned applications simply don’t work. Why are you still using them?
Outlook Inventory: Difficult to fake measure of safe, dependable job performance. Perfect for hiring non-salaried operations and maintenance personnel.
BVI Personality Assessment: Accurately assess thirty facets of personality for selection or development. Use with SDS JobMatch process and Baseline composite scoring to improve a person’s fit within your organization.
Job Skills Testing: Paper-and-pencil and/or computer based assessments of the basic skills necessary to become an effective and trainable employee. Specific tests including math, reading, mechanical aptitude, reading gauges, processing visual information, writing, and others. All JSTs are customized to the job based on the results of a comprehensive job analysis.
Job Knowledge Testing: Custom measures of job knowledge. Can be used for any experience-required position, but is particularly effective for craft-oriented roles such as Electrician, Instrument Tech, Machinist, Pipefitter, Welder, Analyzer, etc.
Structured Situational Interview: Validated, “best practices,” interview that integrates seamlessly with complementary selection tools.
Work Demonstration Exercises: “Hands-on” assessments to measure key technical and interpersonal skills. Can be done individually or utilizing group exercises.
Physical Abilities Testing: Allow candidates to demonstrate physical abilities necessary for successful job performance.
Facility Tour: A scored evaluation tool that provides candidate with a realistic job preview while allowing for the assessment of job-related attitudes.
HIRING PROCESS SUPPORT
Technologies or services that support your employee selection program.
Baseline Composite Scoring: Statistically optimal composite scoring to maximize the overall accuracy of your selection process.
Training: Interviewer training, Assessor training, Administrator training & Accu-Judge Rater Error Training.
TestPrep: Online or in-person workshops that allow candidates to fully prepare for the assessment process.
InterviewValidator: System for quickly building validated Structured Interviews.
Dynamic Applicant Decision Support (DADS) Portal: Provides a window into all applicant data allowing end-users to see real-time results, reports, and decision support analytics.
Continuous Improvement Feedback Loop (Feedback Loop): Ongoing service and support of all hiring programs including telephone support, criterion-related test validation, adverse-impact analysis, and additional related research and development.
EMPLOYEE DEVELOPMENT AND CAREER DEVELOPMENT
Career Exploration: Use decision science to help you identify careers that fit your interest and ability profile.
Position Interest Tracking: We’ll let you know when career opportunities arise that fit your interests.
SkillBuilder: Competency assurance program used to perform individual “gap analysis.”
Career Development, Coaching, & Teambuilding: Use assessment results to help your people maximize their potential.
MEASURE, ANALYZE & PREDICT
Use an evidence based approach to make better decisions.
Predictive Algorithm Development: Repeated predictions deserve optimal methodology.
Employee Satisfaction Surveys: Listen to your people.
Customer Satisfaction Surveys: Listen to your customers.
Custom Research and Development: Answer questions.
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 within SportLab have found their way into systems used by SDS.