Selection

Select candidates that are likely to be strong performers!

In a competitive economic environment, the costs of an inappropriate recruitment process is much higher as compared to the investment in a high quality selection process. Hiring the wrong individual typically costs an organization 150% of that employee's annual salary. The cost of an inadequate hire is even higher for management level positions.

The HART Consulting team supports its partners in order to minimize such risks, providing HoganSELECT specialized tools for the employee selection process, identifying the most critical work style behaviors for top performance in a particular job within your organization. Our goal is to support our partners to select the most suitable people, by assessing personality, motivations, values and preferences, spotting possible behavioral risk factors in critical incidents, stress or tiredness situations, our ultimate goal being to assist our partners in making the best long-term selection decision.

Psychological assessment for personnel is one of the most valid and cost-effective strategies for identifying the most suitable job candidates.

The primary goal of any employee selection assessment process should be to predict the future job performance. Research shows that organizations that leverage the HoganSELECT tools have reduced employee turnover, increased productivity, and improved customer service.

HART Approach

Together with our client, we establish selection criteria in accordance with organizational features and job profile and specification. We take responsibility for the quality of assessments used for selection purposes, based on premium methods and tools used internationally: psychological assessments (Hogan Assessments), skills and ability assessment (Schuhfried), competency-based behavioral interviews and other professional assessment tools.

The benefits of proper selection process:

• Facilitate “Positive Job Fit”
• Promotes performance and productivity
• Competitive advantage

Failure to support organization:

• Minimize “Negative Job Fit”
• Reduced performance and productivity
• Increased turnover

Organizational citizenship behavior:

• Facilitate “Culture Fit”
• Embrace and promote organizational culture
• Increase fit with other employees and team members

Criteria leading to an appropriate selection process:

• Ability and attitude (personality) contribute to performance
• Job-relevant “bright side” personality traits should be sought
• Job-relevant “dark side” personality traits should be avoided (or actively “coached” starting immediately post hire)
• “Job Satisfaction” matters
• The higher-level the position, the more personality matters
• Ignore personality, increase the likelihood of a sub-optimal outcome.

Hogan Assessments is a personality assessment methodology with applications in the professional area, renowned as a world class tool for the identification of talents, leadership selection and development.

Read more about HoganSELECT.