Home > Services > Assessment Design

Selecting Top Talent!

Few decisions are as important as selecting the right people.  Selecting the right people directly impacts productivity, quality, customer service and the profitability of your organization.  However, how can you be sure that your selection procedures are able to identify the right individuals?  AAI’s Assessment Design helps assure that you are able to identify superior performers in a fair and consistent manner.  Our system, teaches people how to interview, evaluate, and select the best available talent.

Selection Accuracy

AAI’s Selecting Winners! process custom designs competency-based selection procedures that assess the key capabilities of candidates.  We then validate these custom-designed systems using either or both of the following approaches:

  • Criterion Related Validity—a demonstration, using a sample of employees, showing a significant relationship between assessment scores and job performance.
  • Construct Validity—a broad-based approach which uses information from job analysis, the scientific literature, and statistical relationships gathered from employees.
  • How it works
  • AAI’s Process
  • Benefits

The Selecting Winners! program is a road map for organizations that want to improve the accuracy of their assessment decisions.  Using AAI’s pre-selection assessment tools in conjunction with the Selecting Winners! process, including the selection grid, behavioral interviewing program, and interview guides, produces better selection decisions.

  • Use the Selection Grid to identify the selection specifications for this job.  Define the key competencies and candidate selection criteria that drive success in your organization.
  • Determine what selection elements need to be employed to assess the candidate.  This includes the number of interviewers, their responsibilities, as well as the tests and simulations, and reference checks that will assure a balanced and fair assessment of each candidate on the same criteria.
  • Assure that each person in the process knows their role and responsibility, whether that is gathering candidate data or providing information to the candidate.  The Selection Grid is the road map and agenda for working with the candidate.
  • Assures the legal defensibility of your hiring process and meets regulatory compliance standards
  • Competency Modeling.  Identifying the essential responsibilities and competency requirements for job success.  More info.
  • Design of Job Specific Selection Grid.  The selection grid identifies all the selection elements that will be employed in assessing each of the desired competencies, from screening to behavioral interviews to assessment tests to reference checks.
  • Preparation of Interviewers.  We provide behavioral interview training or coaching and interview guides to help those involved in the candidate evaluation process be professionally prepared to make objective and accurate candidate assessments.
  • Professional Test Administration.  Appropriate and job relevant tests and assessment tools are administered and interpreted for each candidate.
  • Candidate Review Meeting.  All of the selection elements and interviewers are brought together at one time to provide input into the individual candidate evaluation.  All important selection criteria are considered and an objective and fair decision is made.
  • Validation Report.  Documentation of validity evidence, the assessment process, and technical documentation for addressing legal and regulatory compliance issues.
  • The Predictive Performance Review.  The output of the candidate review meeting is the predictive performance review of the selected candidate.  Immediate feedback on why the candidate was selected is provided.
  • Hiring superior talent—because the most competent candidates are identified through an objective assessment process considering all important criteria.
  • More accurate and transparent selection decisions—finding the right candidates and understanding why a candidate is hired.
  • Greater objectivity and fairness in evaluating candidates—for accurate comparisons across candidates.
  • Significantly improved productivity and profitability—because of reduced errors in selection decisions, reduced training time and costs, reduced staff turnover, and improved productivity and effectiveness of workers.
  • Legal defensibility of the employee selection process—providing peace of mind regarding hiring decisions and the avoidance of potentially costly litigation.