Why HirePayoff?

HirePayoff™ brings the concepts of sound measurement, efficient technology, compliance, and gaining a return on hiring investments to the world of candidate screening…

report-skewed

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Workplaces and labor markets continue to change. To keep up, employers today need to focus on whether a candidate both ‘Can Do’ and ‘Will Do’ a job. Tapping only one lowers the payoff… and raises the risk… in every hiring decision…


The focus of HirePayoff™ – gain a view of the whole candidate… and make the best prediction about future performance. Target basic ‘Can Do’ skills to make the best prediction about learning, applying, and seeing problems before they unfold on the job. Measure increasingly important ‘Will Do’ qualities to gain a view on dependability, commitment, team play, drive to succeed, and the likelihood of engaging with the employer.

Employers screen and select new hires… but new hires also select employers. Candidate screening needs to be engaging to keep the connection with quality candidates. Screening that ‘over-measures’ results in wasted time, undermines engagement, and increases cost…


The focus of HirePayoff™ – learn quickly what’s needed to drive a hiring decision… and don’t waste time “over assessing.” Use technology to reach out, hold the candidate’s interest, and gain the best assessment of qualities that truly drive success. Produce a profile to guide efficient, data-driven predictions about a candidate’s future performance, advancement potential, employee engagement, retention, and even… “Would I hire them again?”

Every employer faces the potential of legal challenge to hiring decisions. Today’s screening tools, and how they’re used, need to take legal compliance into account, help avoid risk, and lay the platform for the best, and fairest, hiring decisions…


The focus of HirePayoff™ – lay a foundation to help defend hiring decisions. Gathering employer-specific data to frame screening decisions, set realistic standards, and show how the process meets compliance requirements. Rely on facts, not claims and opinions, to show hiring decisions are sound. Then, use an ongoing, continuous improvement platform to continually refine and build evidence the process really works.