Today's Date is September 2, 2014

iDrakeP3 | SelecSys

Compatibility Assessment Services

Hiring mistakes can be costly, in both time and money. With iDrakeP3 | SelecSys, our proprietary compatibility assessment tool, MRI The Mayberry Group helps clients improve the accuracy of their hiring decisions. iDrakeP3 | SelecSys gives clients additional information and insight into their job candidates, helping them make the best possible hiring decisions.

The iDrakeP3 | SelecSys Process

  • Job Profile
  • Candidate Profile
  • Profile Comparison Chart
  • Behavior-Based Interviews
  • Ongoing Feedback
  • Benefits of Using SelecSys

Job Profile

The Mayberry Group provides clients with a simple survey consisting of questions about the position. Following analysis of this data, we generate a custom job resume defining the ideal candidate for the position.

Candidate Profile

The next step is to measure the personality traits of prime candidates. After the candidates complete the resume form, an analysis of the data determines their personality resumes.

Profile Comparison Chart

iDrakeP3 | SelecSys then matches the two resumes to show how closely candidates’ resumes fit the ideal job resume. In this way, quick, accurate compatibility assessment is obtained for each candidate.

Behavior-Based Interviews

To increase the accuracy of the results, SelecSys provides behavior-based questions to ask during the interview process. Based on the premise that past behavior is the best predictor of future performance, these questions focus on a candidate’s specific work-related job experience and five an accurate indication of the candidate’s future behavior and likelihood of success.

Ongoing Feedback

Even after candidates are hired, iDrakeP3 | SelecSys continues to give feedback about their interaction with coworkers. iDrakeP3 | SeleSys also measure the results of entire teams to improve their interaction, communication and productivity.

Benefits of Using iDrakeP3 | SelecSys

  • Fair assessment of candidate skills
  • Lower interviewer bias
  • Candidate’s positive feeling about the interview
  • Legally defensible
  • Better hiring decisions
  • More predictable employee performance
  • Better evaluation of candidate comparison

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