Hire on the work the job requires
A work sample and interview kit built from your own job.
- Length
- 4 to 6 weeks per role
- Price, indicative
- From $4,500 per role
Sackett, Zhang, Berry and Lievens (Journal of Applied Psychology, 2022) found structured interviews predicted job performance best of the methods they reviewed (r = .42), with work samples at .33. This program builds both for one role, from what the people in it actually do.
How each role is built
- Week 1
Interview job holders
Six to eight 45-minute job analysis interviews with job holders and supervisors.
- Week 2
Choose the tasks
Tasks ranked by frequency and consequence; you approve the two to four worth testing.
- Weeks 3 and 4
Build the work sample
A 30 to 60 minute task with a scoring guide, tried out by three job holders.
- Weeks 4 and 5
Write the interview kit
Six to eight structured questions, each with a scoring guide and anchored example answers.
- Week 6
Train and launch
A 90-minute session for interviewers, then adverse impact monitoring switched on.
What you receive
- Who it is for
- Employers hiring into the same role several times a year
- Format
- Interviews online or on site; candidates test online or at your site
- A job analysis summary of tasks, frequency and consequence
- A work sample with candidate instructions and a scoring guide
- A structured interview kit with anchored scoring guides
- Interviewer training materials and a recording of the session
- Adverse impact reports by group, updated after each hiring round
Is this the right program?
Right for you if
- You hire into the same role at least ten times a year
- Job holders and a supervisor can each give an hour for interviews
- You want to replace a generic aptitude test or unstructured interviews
Look elsewhere if
- You need a legal opinion on your hiring process; ask employment counsel
- You fill the role once a year; a structured interview guide alone may do
Example: a water utility’s plant operators
A water utility in the Phoenix metro hires about 25 treatment plant operators a year using a general aptitude test. In five weeks, interviews with eight operators produce a 45-minute work sample built on reading a process log and answering an alarm, plus a structured interview kit, with adverse impact monitored from the first hiring round.
Role Readiness Assessment questions, answered
Will the assessment hold up legally?
We cannot tell you that, and nobody should promise it. We build the job analysis, scoring guides and adverse impact records that employment counsel looks for, and we document every decision. Your counsel decides whether the process meets the rules that apply to you, and we answer their questions directly.
How is adverse impact monitored?
Pass rates are compared across groups after each hiring round, and gaps large enough to review are flagged to your HR lead. A flag is a prompt to look at the task and its scoring, not a finding. Group data comes from voluntary self-identification and is never shown to scorers or interviewers.
What does a second role cost?
Each role is priced separately, from $4,500 per role, because each needs its own job analysis and work sample. Roles that share tasks can reuse parts of a kit, which the proposal reflects. The pricing page lists indicative prices, and skill evaluation covers hosting and scoring once a kit is live.
Can candidates take the work sample remotely?
Yes, for most office and technical roles. The work sample runs in the candidate portal in English or Spanish, with accommodations set before the session, and scorers use the guide in the platform. Hands-on tasks, such as equipment or field work, are scored at your site with the same guide.
Plan this program with us
A 30-minute call to see whether Role Readiness Assessment fits your teams, your calendar and your budget.