STEP 3 - CONFIRM SELECTION

New hire candidates are given the same assessments that your workforce database has been derived from.  A complete assessment report identical to your base data reports is provided.  Additionally, results from these assessments are interpreted and used to highlight the potential strengths and weaknesses of the job candidate.  Candidate-specific interview questions are also provided to assist the evaluation process.  This information is provided in the Assessment Scores - Insight Report.  A sample report from an auto sales job candidate is above.

We Make Hiring Easy

Work Smarter, Not Harder Using Our Four Step Process

Multi-Measure Testing Provides Superior Insights

Hiring the correct, best-fit employees is critical to your success and should not be left to chance.  Research data indicates that using data derived from a combination of tests is the most effective method for candidate selection as shown in the graph provided by HBR.org.

We are Data Experts


THE NEW SCIENCE OF EMPLOYEE SELECTION


​​STEP 4 - GET RESULTS

You now have a proven method that is uniform and unbiased.  Our data based approach will improve the efficiency of your recruiting efforts (lower costs) and greatly enhance the success of your workforce as measured by your performance metrics.







STEP 2 - IDENTIFY TOP CANDIDATES

Insights from the success model are used to provide an online job skills interview.  You may use your applicant tracking system or ours.  The online job skills interview will quantify the candidate's answers as related to your job needs including:

  • Education Requirements
  • Job Experience
  • Behavioral Style
  • Motivators
  • Skills Aptitude
  • Other related data

STEP 1 - CREATE A SUCCESS MODEL

Once the organization's business and organization objectives are established, an initial assessment of individuals through the use of a combination of assessments is made.  Reports are given to each individual to provide information related to their attributes.  Results from the individual assessments are combined and then related to business performance metrics.  The analysis provides the following:

  • Summary statistics of employee attributes and business performance metrics.
  • Statistical analysis of correlations between employee attributes and business metrics.
  • Use of artificial intelligence methods to quantify the relationship and interaction effects between employee data and business metrics.
  • Probability analysis of business metrics as they relate to attributes.
  • Recommendations to assist job candidate evaluations.

Use Our Industry Data And Experience To Advance Your Workforce Intelligence Insights

ITN Analytics has an extensive range of data bases available for you to use.  Our data bases cover numerous industries and position types.  Our experience recommends the use of specific and locally validated data as we are able to develop algorithms for almost all performance metric based data sets.