Management FAQs
A. My assessment services are reasonably priced. In addition, I don't charge yearly administrative fees and I don't require your HR department to participate in expensive training courses. You pay only for the services you request. The price for assessment services varies depending on how extensive the assessment is and the level of detail required in the report.
A. The truth is you can't afford not to. If your competition is using assessment, chances are you won't have as much access to top quality job candidates because they'll be hired away long before they knock on your door. If you're not using assessment, you're getting "the best of the rest."
A. I know how important it is for a company to maintain a strong management team. My assessments will help you identify highly-qualified candidates so you can make decisions in a relatively short period of time. I can schedule your people promptly, I do all my work and analyses in-house, and results are generally available in two to three business days. I also know that good candidates typically find other offers, and timeliness is an important factor. I want your company to be successful and I'll take a personal interest in each and every hiring decision.
A. In most cases, the organization should conduct preliminary selection work just to eliminate candidates who are clearly unqualified for the job. Industry-specific knowledge or experiential requirements are often best understood by the employer and should be determined before a candidate is sent for a management assessment. Aside from this, assessment findings serve as a check on both your impressions of the candidate as well as the information you collect from outside sources -- including the recruiter. More importantly, Dr. Jordan can tell you if the candidate has the intellectual ability to do the job, the drive to stick with it, and the ability to work with others in your organization.
A. The term "assessment" refers to a comprehensive procedure that evaluates the candidate across a range of abilities, skills, experience, and personal characteristics. For most upper-level management positions, the job requirements are both complex and multi-dimensional. Successful management candidates will most likely need basic abilities such as good cognitive functioning, responsibility, a good work ethic, strong interpersonal skills, and a higher level of achievement drive.
A. No. Recruiters, or headhunters as they are commonly known, charge a fee for finding candidates who they believe meet your hiring criteria. While recruiters can be a big help in finding a pool of suitable candidates, their primary motivation is to get someone hired. Despite claims that a recruiter is using testing or psychological measures to determine candidate suitability, the reality is, they almost always lack the background and training to use and interpret psychological test data. In fact, unless your recruiter is a licensed psychologist with a Ph.D., he or she cannot even purchase the proper assessment tools. They simply are not qualified!