The Science of Choosing the Right People
Statistically-Driven Recruitment Methodology
We take the guesswork and emotion out of the recruitment process by identifying crucial skill and culture needs and applying a data-driven approach to measure and compare them.
Multi-dimensional assessments & testing
We use a series of assessments, ranging from psychology surveys to phone and in-person interviews to understand your candidates on multiple dimensions.
EXPERT reports, debriefs, and guidance
After collecting hundreds or thousands of data points on your candidates, we guide your hiring manager through our findings and make our recommendations through comprehensive reports and experts.
How the Selection Process Works
STEP 1 Define
TIME 1 DAy
During the Definition phase, we work with your leadership team in an intensive session to get to know the job itself, including what skills will be necessary, and what kind of cultural fits need to be made. We then create a vision for the ideal candidate, known as an Avatar, before we begin the screening process.
This includes quantifying accountabilities, priorities, time allocations, and success factors.
An Avatar is the ideal set of behaviors, culture fit, and personal skills that exemplifies the perfect candidate.
Requirements can includes years of experience, skill sets, education background, and salary expectations.
STEP 2 Screen
TIME 1 WEEK - 1 MONTH
In the screening process, we create a job description using high-converting recruiting language to find candidates from the highest quality national sources, then conduct a rigorous screening process that includes a phone interview, an email screen, and in-person interview.
We network with potential candidates, post online to attract talent, and screen resumes.
During the phone screen, we take the time to confirm resume & job requirements, discuss desired salary, and ask job-specific questions.
At this stage, we use email to gauge responsiveness and follow-through, evaluate writing abilities, and consider core value alignment.
STEP 3 Analyze
TIME 2-3 DAYS
We take a closer look at behaviors, cultural fit, personal skills, and critical thinking abilities.
We compare candidates to the avatar, identify additional questions, and determine candidate direction.
A review where we ask focused, behavior-based questions, probe job fit gaps, and understand leadership needs.
A deep-dive interview process to understand any issues or gaps, as well as follow up on performance check insights.
STEP 4 Accelerate
TIME 1 DAY
We offer a leadership assessment, results debrief, and leadership coaching in preparation for your newly chosen candidate.
We also provide a profile debrief, and individual coaching to get the recruit up to speed as quickly as possible.
In the final stage, we have a joint debrief with all parties involved, reviewing the comparison report and the scorecard with the new hire for the first time.
Hear it from our clients
Find out how The Selection Process has helped hundreds of businesses reach the talent they need.
Full Selection ProcessMaximizing Metiss Expertise
Job Accountability Matrix ($4,500 value)
Job Profile ($3,500)
Posting Game Plan ($175/hr)
4 Bundled Assessments ($425 each)
New Hire Onboarding ($1,500)
Here are some of the reports and assessments included in addition to hands on coaching, briefing, and debriefing throughout the process:
Looking for a la carte assessments?
The Selection Process is meant to be a start-to-finish solution for talent sourcing, but sometimes companies request specific assessments on their own. Please contact The Metiss Group directly if you're interested in one of these services.
Who is The Metiss Group?
The Metiss Group is a team of experts in behavioral science, and for the last 20 years, have been leveraging scientific rigor to discover and recruit talent for organizations with specific cultures and needs.
The three service pillars of our innovative platform comprised of Employee Selection, Performance Acceleration, and Organizational Health are designed to help businesses grow and fulfill their potential.