Sygmia - Winkler

HireSense is one of the few platforms that reliably assesses three classic characteristics of success: thoughts, emotions, and behavior. Most importantly, the individual assessments used by HireSense do not assess or discriminate based on an applicant’s race, age, disability, sexual preference, social/economic class, or other personally identifying information. Applicants’ objective data comes in a concise, easy-to-understand format that compares the applicant to what is required to succeed in the job, environment, and company culture. The interviewer, having this view of the applicant before meeting them, can then prepare for and create an informed, directed interview. 

 HireSense can help employers see below the surface of their candidates and can add great value to a limited process. It won’t make the decision for you, but it will provide information to make sure the decision is an informed one. HireSense is not meant to be used as the sole tool in making hiring decisions. Rather, it is supplementary and provides analysis that can reveal information about candidates that would not readily be available otherwise. 

 HireSense recognizes that no single assessment will highlight everything we may want to know that is relevant to hiring a specific candidate or comparing two or more candidates. With that in mind, HireSense is comprised of three, scientifically validated, and reliable individual assessments that provide details on behavior, motivators, and critical thinking. It then takes the data points from all three, draws insights, highlights potential risks about each candidate, and compares their scores to the particular job. 

 When these three assessments are examined together, many deep insights can be drawn that may provide hiring managers with details about candidates that they would not have discovered on their own as quickly. It is then up to the hiring manager, Human Resources, or other powers-that-be to determine whether the insights raised by HireSense are relevant for the role and should be considered as part of the selection discussion and process.