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Select candidates that are likely to be strong performers!

In a competitive economic environment, the costs of an inappropriate recruitment process is much higher as compared to the investment in a high quality selection process. Hiring the wrong individual typically costs an organization 150% of that employee's annual salary. The cost of an inadequate hire is even higher for management level positions.

The HART Consulting team supports its partners in order to minimize such risks, providing HoganSELECT specialized tools for the employee selection process, identifying the most critical work style behaviors for top performance in a particular job within your organization. Our goal is to support our partners to select the most suitable people, by assessing personality, motivations, values and preferences, spotting possible behavioral risk factors in critical incidents, stress or tiredness situations, our ultimate goal being to assist our partners in making the best long-term selection decision.

Psychological assessment for personnel is one of the most valid and cost-effective strategies for identifying the most suitable job candidates.

The primary goal of any employee selection assessment process should be to predict the future job performance. Research shows that organizations that leverage the HoganSELECT tools have reduced employee turnover, increased productivity, and improved customer service.

HART Approach

Together with our client, we establish selection criteria in accordance with organizational features and job profile and specification. We take responsibility for the quality of assessments used for selection purposes, based on premium methods and tools used internationally: psychological assessments (Hogan Assessments), skills and ability assessment (Schuhfried), competency-based behavioral interviews and other professional assessment tools.

The benefits of proper selection process:

  • Facilitate “Positive Job Fit”
  • Promotes performance and productivity
  • Competitive advantage

Failure to support organization:

  • Minimize “Negative Job Fit”
  • Reduced performance and productivity
  • Increased turnover

Organizational citizenship behavior:

  • Facilitate “Culture Fit”
  • Embrace and promote organizational culture
  • Increase fit with other employees and team members

Criteria leading to an appropriate selection process:

  • Ability and attitude (personality) contribute to performance
  • Job-relevant “bright side” personality traits should be sought
  • Job-relevant “dark side” personality traits should be avoided (or actively “coached” starting immediately post hire)
  • “Job Satisfaction” matters
  • The higher-level the position, the more personality matters
  • Ignore personality, increase the likelihood of a sub-optimal outcome.

Hogan Assessments is a personality assessment methodology with applications in the professional area, renowned as a world class tool for the identification of talents, leadership selection and development.

Read more about HoganSELECT.

(Cristina Hulea, Alstom Transport)
I recommend to any company with the highest warmth to resort to paper certification team in Hogan Assessments evaluation system. This system is a very complex and interesting tool I used especially in recruiting and staffing selection with good and very good results. Due to practical examples we have looked at during the Hogan Certification methodology we managed quite quickly to put into practice
(Ana Georgescu, MediaPro Interactiv)
Very well organized and structured Selection & Interviewing Skills course offered me the chance to learn and develop new skills and competencies. Ana Georgescu, MediaPro Interactiv
(Magdalena Vrajitoru, RBS Romania)
We have been developed and run with HART Consulting several assessment and development centers during 2007 and 2008. These projects goals were: Assessment of the managerial competencies for retail and corporate banking employees Selection for career progression (promotion) HART Consulting used different customized exercises, adapted to each profile of competencies. HART has conducted
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