Why use CDR Assessments for Selection Screening?
It is pretty simple — if you seek to screen in the best-fit, highest performing candidates, then you need to use CDR Assessments. Our tools separate the best-fits from the miss-fits.
Let’s face it — in today’s challenging business climate, hiring mistakes are costly. We help clients identify the best talent quickly and reduce the hefty toll of getting it wrong.
Our tools are designed and validated to predict performance and to pinpoint critical personality and motivational characteristics that impact one’s ability to be successful in a specific job. Without this objective assessment information, the selection process (including in-depth targeted interviews and even test problem-solving scenarios) often falls short. Without CDR Assessments, the best intentions often reap poor results.
Interviews, performance reviews, and other similar observation selection techniques give the hiring team clues as to what types of behaviors are demonstrated within a fairly controlled context. CDR Assessments provide a more authentic view of the candidate by getting past self-marketing to objectively provide relevant information on what matters most to being successful in a given job.