Pre-Hire Assessments / Competency Frameworks
Define and assess critical skills and competencies to successfully recruit the right talent
Finding employees with the right “fit” for your organization is critical to growing your team and business. A pre-hire/needs assessment is an effective way to determine the success profile for a role and the candidates who best fit that profile.
What is a Pre-Hire Assessment?
A pre-hire assessment is a strategic tool used to evaluate the suitability of potential candidates for specific job roles. These assessments encompass various tests, evaluations, and simulations that provide insights into a candidate’s skills, personality traits, cognitive abilities, and cultural fit. In collaboration with pre-employment assessment companies like CCI, organizations use these assessments to make informed hiring decisions, ensuring better long-term employee performance and satisfaction.
Pre-employment Testing and Assessments
CCI Consulting offers a wide range of pre-employment testing and assessments to support and enhance the selection process. Assessments provide additional insight to help organizations secure successful, long-term hires. Pre-employment testing evaluates critical thinking, cultural fit, cognitive reasoning, and behavioral style.
Recruit the Right Talent for Your Team and Business
Our pre-employment testing and needs assessments can give you the insight you need to make strategic hiring decisions that drive your team and company forward.
Competency
We work with you to create competency models and identify the organizational competencies and position-specific competencies required to meet your objectives. Utilizing pre-employment assessments, competency-based recruitment and selection processes, and behavioral interviews increases the effectiveness of the selection process and provides a framework. This ensures fit with the requirements of the role, the organization, and its culture.
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Case Studies
CHALLENGE
The CEO of an international industry association announced that he was retiring after more than 20 years in that position. The association was also facing external policy and regulation changes that could potentially change its basic business model. A subcommittee of the Board of Directors was selected to choose the new CEO. Selection committee members had little experience in senior staff hires and wanted the process to be fair to both internal and external candidates.
SOLUTION
CCI created a structured approach to the search that would result in an unbiased process fair to all applicants. Key leaders at various levels of the association were interviewed to understand the culture and requirements. From the interviews, CCI generated a competency model and built behaviorally based interviewing questions for the Board to ask. Board members were given a behavioral interviewing guide and CCI trained them in its use, including pitfalls of hiring and the appropriate use of different kinds of questions.
RESULTS
The Board screened eligible candidates from resumes submitted and created an interview schedule. All qualified internal candidates were interviewed and discussed by the Board. The process was completed in a shorter time than anticipated and with a unanimous selection of the new CEO. The outgoing CEO said the selection committee found CCI’s “support and guidance very valuable and were happy CCI was on board for the journey”.
CHALLENGE
The CEO of an international industry association announced that he was retiring after more than 20 years in that position. The association was also facing external policy and regulation changes that could potentially change its basic business model. A subcommittee of the Board of Directors was selected to choose the new CEO. Selection committee members had little experience in senior staff hires and wanted the process to be fair to both internal and external candidates.
SOLUTION
CCI created a structured approach to the search that would result in an unbiased process fair to all applicants. Key leaders at various levels of the association were interviewed to understand the culture and requirements. From the interviews, CCI generated a competency model and built behaviorally based interviewing questions for the Board to ask. Board members were given a behavioral interviewing guide and CCI trained them in its use, including pitfalls of hiring and the appropriate use of different kinds of questions.
RESULTS
The Board screened eligible candidates from resumes submitted and created an interview schedule. All qualified internal candidates were interviewed and discussed by the Board. The process was completed in a shorter time than anticipated and with a unanimous selection of the new CEO. The outgoing CEO said the selection committee found CCI’s “support and guidance very valuable and were happy CCI was on board for the journey”.
Learn How CCI Can Help
We welcome the opportunity to connect and support you across a broad range of all your talent and HR needs.
