STEPS:  Client and Analyst agree on widely analyzed job class appropriate for the open position/s (i.e. Retail Store Associate, Front Desk Clerk, Bartender, Staff Accountant, Nurse’s Aid or Applications Programmer.  Analyst configures the job class Solution Suite hiring components with client branding and communication templates for review, edit, and approval.
TIMELINE: Elapsed time= 1-3 days.
BUDGET: $ 600-900 per job class.
STEPS:  Client and Analyst agree on the relevant job class.  Analyst conducts job modeling interviews to assemble a Core Competency model, inserting that into a Performance Scenario survey for selected stakeholders and Subject Matter Experts.  Analyst collects performance descriptions of successful vs. struggling performance for Core Competency facets, yielding a Performance Success model that once approved, drives the recommendation of Selection Suite components for configuration into the online screening solution.
TIMELINE: Elapsed time= 5-10 days depending on model complexity.
BUDGET: $ 1,200 – $ 1,800 per job class.
STEPS:  Building on the steps in option 2, Analyst uses Performance Success behavior descriptions to customize existing or create new biodata, personality, behavioral interview or scenario judgement items,  The customized predictors are administered to the current workforce and compared to workforce performance metrics,  The Analyst deploys response-level analytics optimized for future hiring performance value, configuring the approved Solution Suite and preparing the change management communications,  Analyst works with client to set up and track how well hiring managers deploy the new talent reporting in their decision making,  Analyst and client review actual differences in key performance metrics achieved by new hires vs. recent hires that did not take the Predictor Suite.
TIMELINE: Elapsed time= 1 – 3 months.
BUDGET: $ 8,000 – $ 12,000 per job class.