Select Strategy, Inc. is a management consulting company that brings a broader business understanding and a holistic perspective to recruitment and selection.

Everyone wants to hire winners. We help you attract and select the best candidates with the help of personality and skills assessments and carefully designed interviews. We work out if there is a good fit with the position, prior to a time consuming interview. We reduce the risk of hiring and your interviewing time.

Overview of Selection and Placement Options

In summary, the selection process includes compiling a job description and job specification from which the selection criteria are derived. We decide what information and which selection criteria must be shared in the advertisement, place the ad, screen the resumes when they come in and conduct the initial phone interview / screen based on defined criteria. We create employee interview questions, activities and job simulations (assessment center activities), that you can choose to use during the employee selection process. We can also participate in reference checks. Our level of input and participation is jointly agreed with you and based on client requirements.

General rule: The more selection techniques are used, the higher the validity of the process. Obviously this must be done within reason.

Step 1: Define the job spec and placement of the job ad. Many times companies want to recruit for a job but don't enjoy defining a clear job description. Our consultants help you to define or refine an accurate and clear job description and job specification, if you want input. We create an accurate job ad that gets attention and targets the correct pool of applicants. We then place the ad using our network and expertise or if you have one, work with your HR department to do this, whichever you prefer.

Step 2: We also have access to extensive salary benchmarks and databases by industry, size of company, and geography and can use this combined with our knowledge of the market to inform you about competitive salary and benefit options, if you want this type of advice.

Step 3: Once resumes start coming in, the next step is to screen them. Our trained consultants use their many years of experience to screen resumes, identifying the best candidates that should continue in the selection process. We down select to candidates that reflect the necessary skills and appropriate characteristics in their resumes to move on in the process.

Step 4: We then do phone screenings. Speaking to applicants prior to deciding whether they should come in for a face-to-face meeting, saves time both for HR staff and applicants in determining to a greater extent whether there is a person-job fit. We help to compose specific sets of questions and conduct the screenings. We can also train your staff on how best to conduct phone interviews whichever you prefer.

Step 5: If required and if the type of position lends itself to it, we create or refine job simulations or assessments. Applicants complete these paper or online activities to assess job skills and personality fit. We ideally like to collect a representative sample of your existing best performers to complete the activities in order to provide a basis to compare the job candidate results against. This is also used to validate questions which may be refined according to responses of your own employees. Employees who complete the activities are typically asked for feedback in order to ensure that the system has been tested prior to use. (We do usability testing).

Employee results are scored, analyzed and averaged. Applicant results are scored and brief reports are presented with comparisons to employee scores, comments and conclusions. The time taken to complete activities is also tracked.

Step 6: We offer expertise in defining interview and/or role play activities in order to ensure the process fits together as a whole. We also participate in the job interview process if you would like us to. As in all our steps a custom solution is created to meet our specific client's needs.

Step 7: We offer help in defining reference check questions. These may be generic for a given position. However, we also include questions based on concerns or barriers to hiring a given applicant.

Our competitive advantages are precise measurements of the key skills, competencies and personality profiles required for specific departments and positions. We work with our clients to define the key criteria for measurement relative to job requirements and organizational culture.

We only create custom processes for clients and validate them using a sample within our client companies, or occasionally against existing tools that have already been validated for use. Importantly, we accurately measure skills that are difficult to measure.

Applicants are given a fair opportunity to demonstrate skills. Personality items are disguised so that it is almost impossible for applicants to guess what the socially desirable response may be. We present applicants with enough job relevant information to make responsible decisions and avoid reality shock.

We understand your employees are a crucial asset to your company.

Contact us on 877- HR ASSET (877 472-7738) or you can