Effective human resource management starts even before new people join the organization.
In staffing, we emphasize the use of evaluation methods that have been proven as scientifically sound: technical tests, job samples and simulations. These methods have a higher degree of predictive validity than other methods.
Predictive validity is a measure of the relationship that exists between the performance of a candidate during the staffing process and his/her performance on the job. When predictive validity is high, it means that we have been able to predict the person’s performance – which is the goal of candidate evaluation.
A high degree of predictive validity is thus synonymous with success in employee selection.
For our clients, we design processes and tools to asses candidates’ competencies. These tools can include:
Job sample tests
Questionnaires to verify references.
We can also design processes and tools to assess people’s potential for management (leadership and management competencies).