Science
Implementing SciRec assessments as an early selection tool means starting the process with a high-validity method, rather than lower validity options like ATS matching or resume screening. When lesser methods are used, the mistakes generated are “baked in”, and the rest of the process is conducted on what may be a lower quality set of candidates.
Using shorter assessments makes early assessment possible, while still retaining most of the validity that longer assessments would provide. The result is pre-qualifying and ranking candidates in a way that guides the remainder of the process, directing resources to the top candidates.
Benefits
Employers and candidates are both suffering from the flaws in current methods used for employee selection. Candidates feel that their resume goes into a “resume black hole” where they may not be properly considered and are aware that their ability to write a resume and not skill in their actual field may actually determine if they get considered.
Meanwhile, employers use crude ATS keyword matching and other superficial methods to discern if a resume is a good one. Better approaches, like hiring consultants or full-time I/O psychologists, are expensive. Some companies are not even aware of how much they can benefit from expert employee selection techniques.
The solution to these problems is to put the focus where it belongs, on the candidate themselves, determining if they are a fit to the role and organization. SciRec gives you the benefits of expert employee selection techniques built by an organizational psychologist and customized to each role, in an efficient packaged solution.
Expertise
At SciRec, we take the science of recruitment seriously. We have reviewed the extensive scientific literature which looks at what types of assessment best predict on-the-job performance, and how this varies across different kinds of job. We’ve developed our own versions of these tests and will recommend which tests to use for your particular vacancy, and how to combine them. The result is a battery of tests designed specifically for your job, enabling you to optimize your candidate screening.
At SciRec, we take the science of recruitment seriously. We have reviewed the extensive scientific literature which looks at what types of assessment best predict on-the-job performance, and how this varies across different kinds of job. We’ve developed our own versions of these tests and will recommend which tests to use for your particular vacancy, and how to combine them. The result is a battery of tests designed specifically for your job, enabling you to optimize your candidate screening.
About Us
Traditional means of employee selection, such as interviews and resume screening, lack validity and are often biased. However, many companies cannot afford to hire internal or external experts to conduct scientific assessment.
We founded SciRec to deliver a more scientific and accessible pre-employment assessment experience to small and medium sized organizations.
Our aim is to offer the maximum benefit from the science of assessment and our expertise in organizational psychology, packaged for efficiency and affordability.
Chief Executive Officer
David Ryan, MA
David has extensive international business experience, having lived and worked in eight countries over a period of more than 20 years. He has held senior management positions in the aviation and legal sectors as well as having run a successful international recruitment agency. David holds an MA from the University of Cambridge.
Chief Scientific Officer | Organizational Psychologist
Brian Harward, PhD
Brian has 15 years of experience in data science and psychometrics, and has formerly served as a Professor and Director of Research in academia. Before joining SciRec he acted as a principal research scientist and thought leader in the areas of corporate culture and business ethics for Ethical Systems (NYU Stern).
Frequently Asked Questions
How do I choose the right assessments?
Expert advice on assessment selection and weighting is included in the cost of assessment for a job vacancy. In addition, or system can suggest assessments relevant to the needs of your organization and the particular position being filled.
How do you validate your assessments?
All of our assessments are validated through via varying methods. Some assessments are well-established scientific assessments with a long track record of reliability and validity for employment purposes. Our original assessments are validated using one or more of these approaches:
Convergent/divergent validity – comparing their results to existing assessments to ensure agreement or uniqueness
Item Response Theory (IRT) – the relationship between a person’s underlying trait and their probability of answering an item accordingly
Consensus of expert opinions
We also consider the perceptions (face validity) of those taking the assessments, to ensure that the relevance and usefulness of the questions is clear.
What makes your assessments different from others?
All our assessments are scientifically validated, and are backed up by solid science showing demonsrating their utility as predictors of on-the-job perfomance. Our process is proprietary, and aimed at delivering highly predictive assessments in minimal time. Many other firms offer tests that are not scientifically validated and do not accurately predict on-the-job performance.
How much time do candidates spend being assessed?
While this varies based on selections, our system is designed for rapid assessment under 20 minutes in most cases. You also have the option for longer assessments for finalist candidates.