Employers utilize a hiring process that seeks to gather as much relevant information as possible to predict a candidate’s future success in a role and fit with the team. Traditional methods of getting to know candidates — resumes and interviews —don't yield the best insight. Resumes are notoriously unreliable; research indicates that up to 78% of resumes contain misleading statements while 46% contain actual lies. Similarly, interviews, especially unstructured ones, are subjective, introduce bias, and have been shown to have a weak correlation with job performance.

 

In contrast, pre-employment testing and assessment is one of the most objective ways of predicting job performance and company fit. Pre-employment tests introduce an element of objectivity into the hiring process by providing concrete results that can be standardized across all applicants.

 

Pre-employment tests offer wide range of benefits including, but not limited to:

• A legally defensible hiring process that successfully predicts behavior, productivity, and effectiveness.

• Greater retention and lower turnover cost by better identifying fit with the position and company.

• Quicker integration of new employees leading to greater productivity sooner.

​

At Fiedotin consulting, we deploy time-tested, well validated psychometric assessments in addition to a structured, behavioral interview with doctoral level psychologist in our assessment process. This results in a written report that covers overall fit for the position, strengths, leadership/personality style, problem-solving, motivation, challenge areas, and learning capability. The assessment process introduces an objective method to predict job performance and company fit, as well as a standardized comparison tool across multiple candidates.

​

​