Unless you have the means to measure a candidate’s ability to meet all job requirements plus soft skills, energy levels, attitudes and fit to your culture, you are at risk of selecting the wrong candidate. STM offers a comprehensive suite of assessments to help insure the best possible match between candidate and job - before you sign the hiring documents.
STM assessments consider 4 core areas: Motivation, Capacity, Behavior and Energy for Peformance.
Motivation Assessments—look at WHY the candidate does what they do and what motivates them. Its best use is to determine fit within the culture and the propensity to succeed in a particular role. Someone motivated to make money will be success oriented as a salesperson, but would be very unhappy as a social worker for example.
Capacity Assessments—look at WHAT the candidate sees in the world around them, that is, their attitudes. Its best use is to clarify attitudes about work, projects, details, people, rules and procedures. If the candidate will be expected to uphold certain rules and procedures, an independent minded or "maverick” attitude will be unsuccessful for example.
Behavior Assessments—look at HOW the candidate will communicate and get along with other people. Its best use is to determine communication style and relationship building approach. It is not predictive of success on the job. An extrovert will talk loudly and be comfortable with new people, but not all extroverts are successful salespeople for example.
Energy for Performance—look at WILL the candidate perform. It is best used to confirm that the candidate has the inner strength and drive to do the job. Someone may be motivated to make money, for example, but they will not succeed in sales if they have personal problems standing in the way of success or over-value their own performance.
Contact STM about an assessment for hiring or development purposes
...now that you know they meet the criteria, time to invest in an Interview.