Developing Predictive Selection Criteria

At ECI, we have been devising selection criteria for many years to identify people who will be top performing sales people.  The trick to identifying predictive, reliable criteria is to make sure you have a good linear relationship between the results that top performers deliver and the results that bottom performers deliver.   Top performers deliver [...]

Why WOULDN’T You Use a Personality Assessment?

Applicants are trained to make good impressions in an interview.  Go to any retail bookstore and you’ll find an entire section of resources dedicated to helping job seekers “sell themselves” to potential employers.  Go to any college and you’ll find courses on how to effectively “ace” an interview. Good performance in an interview setting (including [...]

International Hiring Processes

I just returned from a trip to Europe where during our mealtimes we ate with people from a variety of countries.  Of course, as always occurs, people ask “what do you do?”.  When I told them that our business was providing psychological testing to help companies hire, manage and develop high performers , the discussion [...]

Diversity and Cultural Fit

We often hear about leaders of companies who avoid the use of assessment tools because they believe that these tools could screen out diverse candidates and could expose their organizations to lawsuits.  Is this true or false? The answer to that one is, it depends….If you utilize a tool that is not well constructed and [...]

Why must I remain so objective when I’m hiring???

Have you ever heard that we form an impression of a person in the first 5 seconds?  How accurate can that impression actually be?  What information can truly be gathered about an individual in 5 seconds?  Well, the 5 second rule is based on scores of scientific studies in Social Psychology. Now, apply that to a [...]