Why Selection is so Important?
The Founders of TAI are a partnership of senior academics and senior HR practitioners with over 30 years of selection, best practice experience. They have specialized in and researched selection, finding out scientifically what works and what best practice looks like. They stay current with both selection science and trends. They have administered assessment centers, written assessment center cases and trained assessors how to evaluate candidate behavior. They are experts at understanding Competencies and how to evaluate individual candidates on these most important criteria. They have developed their proprietary assessments based on the evolution of selection science, trained thousands of interviewers in competency based interviewing and evolved managing selection as a business process, to help organizations make better selection decisions.
They have witnessed and used the scientific evolution of Selection Science.
They have developed proprietary, state of the art, Big 5 based personality assessments, interest inventories and cognitive ability assessments. They have defined selection as a business process and developed a best practice selection model. They know that Behavioral interviews alone result in about 30% improvement in selection accuracy and that the addition and inclusion of high quality personality and cognitive ability have increased the predictive power of their selection process.
They developed self report assessment techniques to determine how fairly and objectively, candidates have provided information about themselves. Through all of this, their goal has been to eliminate 75-80% of selection errors. They have done this by employing the Quality Management (Lean and Six Sigma) process tools to the business process of selection, thus enhancing the predictability of the selection process to world class levels. By looking at selection as a business process and applying these learnings, they have brought scientific approaches and improvements in the prediction of performance and potential.
Each of the selection elements in the Selecting Talent process has been and will continue to be analyzed to see where improvements can be made to increase process reliability and eliminate selection errors. Each element of the selection process is periodically looked at for opportunities to improve its ability to enhance the reliability and validity of the outcome. Selection elements are not replaced haphazardly, but based on proven research. Selecting Talent defines the best practice elements based on the contribution they make in reaching a fair, objective and predictive selection decision. Selection science through the last 50 years has shown that upgrading selection elements based on science adds predictive value, improves candidates reaction to the process and supports the DEI goals (Diversity, Equity and Inclusion) as selection decisions are "firewalled" from bias.
In their ongoing quest to improve the selection process reliability, the founders of TAI have laid out a state of the art selection processes built on science. Their ongoing research on selection can and does achieve higher levels of prediction of candidate's placement success. This includes TAI's proprietary Candidate Response Fidelity measures and proprietary faking mitigation procedures, to assure that their self report responses are reliably answered. They are currently looking at the role of artificial intelligence in careful consideration of all candidate assessment data. Selecting Talent provides a dependable and repeatable process to deliver standardized assessments and achieve outstanding selection results.
On average, about 1/3 of first year turnover occurs because of poor onboarding coaching and orientation. Candidates are also beneficiaries of organizations using the Selecting Talent process because organizations are coached and trained in how to screen, treat candidates with respect, employ reliable and valid psychometric assessments, conduct and manage the interviews and reference check, manage the communication process from introducing candidates, to making the final choice of candidate and preparing the selected candidate for success. Their standardized process eliminates wasted time in selection resulting in faster time to reliably and accurately fill open positions.
TAI follows the science of selection, based on best practices as identified in Industrial/Organizational Psychology research since the 1950's going back to Hunter and Schmidt's 2004 meta analytical research to identify which selection elements add the most predictive value. TAI contributes to and stays up with using selection science and best practice to enable their clients to achieve higher levels of predictability in their selection process. TAI has developed an entire suite of products, assessments and processes to help organizations re-engineer their selection process with state of the art selection elements.
Many clients choose to include TAI's Job Analysis Questionnaire (JAQ) to scientifically identify the key competencies required for success in each job. They have learned that Competency based interviewing is a more accurate and unbiased way to assess candidates alignment with the requirements of the job. They offer Competency based, Behavioral Interviewing training and can provide customized behavioral interviewing guides to assist interviewers to effectively and efficiently assess each candidates readiness to take on the job responsibilities. They show clients how to include the world's most modern on-line Big 5 based Personality, Cognitive Ability assessments and reference checks to round out a more professional, efficient and fair selection process.
TAI provides comprehensive training and certification for clients to be able to effectively administer and interpret all TAI assessments. TAI's online resource includes available access for clients, to their proprietary on-line Coaching and Development guide. TAI also provide 360 surveys to verify that competencies looked for in selection, continue to be demonstrated throughout the performance cycle.