Pre-Employment & Executive Assessment Decades of research in Industrial and Organizational Psychology has found repeatedly that "interviewing" is the least valid and reliable method of executive selection and it is the poorest predictor of post-hire success on the job. Yet, it remains the most frequently used methodology. Surveys have found that hiring executives and managers prefer to interview and recommend hires for those "whom they like...and whom appear to be (somewhat) similar to themselves". It is understandable that these managers want to meet and interview their candidates and it is true that "interpersonal chemistry" is an important and relevant factor. Information gained from the interview process, therefore, is an important aspect in the screening process when paired with standardized assessment procedures, and when it is integrated carefully and diligently with various other factors which predict future executive performance. Meers, Inc. Consulting Psychologists offers consultation to employers to assist them in attaining reliable, valid, and cogent data about their candidates. Additionally, the psychologists at Meers, Inc. assist with the processing and analysis of various integrating factors which serve to maximize the likelihood of superior performance on the job. The Process: We utilize reliable and valid psychological tests and instruments and pair the "testing" process with executive interviews conducted by the psychologist(s). Additionally, we recommend that the candidates receive the "feedback" directly from the psychologist prior to any reporting to the hiring employer. Even though the "client" is the hiring corporation (and the executives whom are involved in the selection process), precautions and discretions are taken to respect and safeguard any strictly-personal and private information that might be revealed (intentionally or unintentionally) by the candidate. Subsequent to the feedback session with the candidate, aspects of the assessment process that are job-related and relevant to the performance of executive duties, are summarized and discussed with key individuals whom are participating in the hiring process. The consulting psychologist then, if requested, will participate in a discussion, analysis, and debate with the key hiring executives (regarding the attained results). The goal of this exchange is to attempt to "fit" the attained data to the key job duties, performance objectives, and hiring manager's "wish list" of desired executive characteristics. The process above greatly enhances the sought-for "win/win" scenario, especially when combined effectively with other aspects of the selection process including: manager interview impressions, reference and background checks, and specific job skill verification.
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