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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. Click here to see an example of the SDS Online Application.

Outlook Inventory

An online attitude inventory that measures the applicant’s 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 candidate’s 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 anchored 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/Facility 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 of eligible candidates remaining after each visit. To achieve a 95% success rate, we generally recommend hiring from the top 5% of the candidate population.

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.