Here are a few important factors to consider when designing your Talent Assessment Strategy USA for guiding your next hiring decision.

Work Experiences

Experience is a critical factor to consider when you’re hiring. If candidates have shown prior success in similar jobs, they’ll probably be able to replicate that success in your company’s position.  The candidates who have a proven track record of success often require less training.  They usually reach their full productivity faster, due to a shorter learning curve on the job.  Consider both the depth and variety of work experiences.

Record of Accomplishments

The candidates’ history of accomplishments can add valuable information to your hiring decisions.  People provide their history of accomplishments in their resumes, in their job interviews, in their performance evaluations, and in their efforts to obtain a promotion or raise.  Here a few things to look for in your candidates:

  • Revenue Generation
  • Cost-Saving Measures
  • Recruitment of Top Talent
  • Market Share Development
  • Crisis Management Successes
  • Customer Satisfaction Scores
  • New Product Innovations
  • Successful Project Management
  • New Client Development
  • Risk Management Examples
High Potential

When you’re interviewing candidates, you may encounter some people who don’t have much of a track record, because they are recent graduates or have recently entered the workforce.  Some of these candidates show much greater potential than most observed in the candidate pool.  These high potential candidates will likely grow into your future top performers.  Usually they show High IQ and High EQ.

High Cognitive Ability (IQ) – Evaluating a candidate’s potential to excel in a more complex job helps you build a pipeline of talent to fill your most difficult jobs. The single-best predictor of the ability to master more complex responsibilities is high cognitive ability. Cognitive ability includes learning speed but also the capacity and motivation to learn new competencies.

High Emotional Intelligence (EQ) – Emotional intelligence can be defined as the ability to manage yourself and the ability to manage other relationships. People who have high EQ are enjoyable to work with and they are likeable.  They have high ethical standards and they are good organizational citizens. They are perceived by others as bright, influential, action-oriented and charismatic.

Organization Fit

Organizations have a culture which is a set of shared values and norms that influence how people interact and work with one another in the workplace.  Organizational fit is how well an individual’s work style and work-related values align with the values, beliefs and norms of an organization. Companies want new hires who can successfully operate within the existing model of how things get done. Good organization fit ensures a smooth transition into the new role and a shorter ramp up time to reach full productivity. Employees with good organizational fit have longer tenure helping the company avoid the high costs of turnover.


Education is an important factor to consider when you’re hiring. Does the candidate have relevant degrees and certifications?  If your candidate has completed a degree in a relevant field they are also bringing a specific expertise which can benefit your business.  This is value added above the ability to perform the job competently.  Typically, the higher the education degree, the better the candidate’s writing, reading, comprehension and communication skills will be. 

Team Fit

Understanding the team’s communication styles is critical for collaboration.  It helps greatly to know if your potential team member is a task-focused individual who benefits from being organized and detailed, or a people-focused member who thrives best through interacting with others. In the workplace, each team member will have their own preferences and ways of approaching their work.

Manager Fit

If you are able to obtain feedback from former supervisors of the candidate, you will obtain a few additional insights into how the candidate will interact with managers. The PXT Select Managerial Fit™ is a special pre-employment assessment that measures critical aspects of compatibility between managers and their potential employees. Gain an in-depth look at the candidate’s approach to learning, as well as six critical dimensions of compatibility with the manager: self-assurance, conformity, optimism, decisiveness, self-reliance, and objectivity. A strong relationship between a manager and employee can make a big difference in the workplace and it will lower turnover, due to poor manager fit.

Contact us for Talent Assessment Strategy, USA focused on assessing High Potential (IQ and EQ), Job Fit, Manager Fit and Team Fit.

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