Judgment Series Assessment

Judgment Series AssessmentThe Judgment Series is a three-step report designed to guide decision makers through their hiring and selection process from beginning to end. Neuroscience research has identified over 75 biases that affect our ability to accurately process information and make objective judgments. [The biases most active during the hiring and selection process have to do with the familiarity "circuit" in our brains, which trigger associations or experiences from our past. The most efficient way to break away from these biases during selection — and even ensure the performance of new hires — is to use this comprehensive system.]

Screening Report
Once a candidate has met the technical, education and experience minimums for the job, the next step is prioritizing the candidates to proceed further into the selection process. The Screening Report has been designed to flip the paradigm of only screening the top talent. While it is important to ensure that all candidates meet your minimum qualifications in education and experience, it is often difficult to sort through the hundreds of resumes to fully understand who has the best potential. This report is priced so that a company will want to screen everyone that is qualified for a job, to get a better idea of who has the greatest potential for success. It is an unbiased way to narrow the field. Too often people get jobs because they ‘interview well’, or they had a great resume, but in reality they often do not have the personal intelligence to do the job well. This step will ensure that you eliminate the potential ‘bad hires’ and increase the number of hires with excellent potential.

Employability Report
Once a candidate has been validated with our Screening Report, the Employability Report is requested. This report requires no additional input from the candidate. It is created using the same results from the Screening Report.

This report will pinpoint the risk of performance in 21 skill and competency areas, and provide interviewing questions to help expose any potential issues. The information from this report becomes excellent insight later during the onboarding process as well, since it can be used to bring the new hire up to speed faster and to set realistic performance goals.

Along with the risk table included with the screening, this report adds text describing the candidate’s judgment style, their problem-solving approach, potential strengths and limitations. A graphical representation provides a quick overview of this data for quick comparison to job requirements. Arguably the most powerful components of this report are the targeted interview questions based on the identified risk areas. These questions help turn a biased, potentially subjective interview into a targeted and objective one.

Coaching Report
Once you've selected the new hire, insure your investment with this integral third phase. Hiring the right person is really just the first step, because there will always be gaps to be avoided or strengths to be exploited with each new employee. The Coaching report identifies these areas and even potential blocks in judgment that can lead to future performance issues. What keeps this third phase simple and efficient? The Coaching Report is generated using the same results from the initial Screening Report, so no additional time is required of the new employee.

In short, The Coaching Report provides incredibly powerful information for an organization's leadership as they chart a development course to keep each new hire engaged and productive. Just as importantly, this report provides users the necessary strategies to address root problems with employee retention, saving on countless hours and dollars associated with employee replacement.

Judgment Screening (Sample Report)

Judgment Employability (Sample Report)

Judgment Coaching (Sample Report)

JUDGMENTcompass Report Validation Study