Selecting those who serve

Our tests are validated and standardized instruments that have long been used in clinical and occupational settings, including pre-employment screening. Candidates are interviewed by a doctoral-level psychologist using a proprietary structured interview protocol developed for its relevancy to assessing reliability and the psychological attributes that are involved in the effective performance of the position duty. We ask for permission to audio record candidate interviews so there is a record of what was or was not said.

Our final recommendation is derived from a synthesis of psychological test results, self-reported history, and interview behavior. We provide written reports of the psychological evaluation that describes the candidate’s history, personality and intelligence test results, and the concluding psychological recommendation. Before submission, all reports undergo a quality assurance review by a psychologist who further includes a cover letter that summarizes and acknowledges approval of the findings.

We often work closely with the employer to review the accuracy of information reported by the applicant during psychological interview. For example, the employer may find discrepancies between their own background investigation and self-reported history during our psychological screening to the background investigation. If, after a review of records, deceit is found to be present, we may update our earlier report by revising the final rating as a “not recommend.”