Judgment Series Assessment
The 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
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.
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
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
Judgment Screening (Sample Report)
Judgment Employability (Sample Report)
Judgment Coaching (Sample Report)
JUDGMENTcompass Report Validation Study