Judgment Series

JUDGMENTcompass Series

How can we get past this to see the real person?

How can we get past their degrees and recommendations to really understand their true potential?

Even though assessments play a role in the selection process, it seems the main deciding factor is still the interview. Too often people get jobs because they ‘interview well’, or they had a great resume, but in reality they often do not have the personal intelligence to do the job well.

The problem with this is – BIAS.

It is an irrefutable fact that people have biases and blind spots in their processing and judgment ability. The work in neuroscience has confirmed that there are over 75+ biases in how we process information. Research has also demonstrated that eyewitnesses can be wrong over 75% of the time and the 95% of the time we are merely responding to our environment and not thinking about how we will respond; we just ‘do it’.

In the selection process bias becomes critical in a couple of places.

First is screening résumés, as there is too much information and it is often presented in many different ways making it very difficult to get a fair comparison.

Second is in the interviewing process. Even if we just disregard the ‘speed dating’ effect of too many interviews, and too little time, most decision makers are not adequately trained in the fine art of interviewing and regress more towards a conversation cloaked around the concept of an interview and how well we like them. Without a defined interview structure, and the determination to stick with it, personal biases will naturally kick in and often the decisions that are made are no better than a flip of a coin.

Third area in the selection process where bias makes a difference is with the applicant themselves and their desire to present themselves in the best light, like a first date.

The Key is Judgment

It doesn’t take research to know that people who have better judgment make better decisions or that they have better social and personal intelligence. Our judgment ability effects everything we do and is fundamental to our decision making, relationships, and personal well-being. The only way to improve judgment is by becoming aware of how good or bad our judgment might be, or where we might have potential biases or blind spots. As we become aware of our judgment we can then make a conscious decision to change it and improve our performance in many areas.

An Objective Solution to the Hiring Dilemma

The assortments of JUDGMENTcompass Reports are designed to reveal potential strengths, limits, and biases in an individuals’ judgment.

JUDGMENTcompass Screening Assessment:  Once a candidate has passed the Technical, Education and Experience minimums for the job the next step is prioritizing the candidates to go further in the selection process. This assessment will insure that you eliminate the potential bad hires and increase the number of hires with excellent potential.

JUDGMENTcompass Employability Assessment:  For the now narrowed applicant pool, the Employability Report is selected to provide any HR manager with the needed information to make better decisions on top candidates and to remove their own bias in the staffing process. It will pinpoint the risk of performance in 20 skill and competency areas and provide interviewing questions to help expose the potential issues.  This report requires no additional action on the part of the applicant.

JUDGMENTcompass Coaching Assessment:  Once a candidate joins your team the arguably most important component of this series is the Coaching Report that identifies areas of strength, areas for growth, and areas where potential blocks in judgment can lead to performance issues. This provides incredibly important information for the manager, team members, and the L&D departments as they chart a development course to keep a top hire engaged.

Sample Judgment Screening
Sample Judgment Employability Plus
Sample JUDGMENTcompass-Coaching
Sample JUDGMENTcompass-Preview

Combination Reports including JUDGMENT

Simply stated, our combination reports are a way for you to immediately pair two or more of our assessments by purchasing them together for the same individual to take.  Rather than purchase the core assessments (DISC, Passions, Judgment, Emotional Intelligence or Learning Styles) individually, purchasing a combination report allows you to get the assessments packaged together in a single report, saving you approximately 20%.

Personal INSIGHTS Report – In combining the information from the three sections of this report (DISC, Motivators and Judgment) you will gain a great depth of understanding about yourself and how you relate to others, how you go about carrying out your daily tasks, and how well you see the big picture and set goals to drive for.  You may have understood aspects you get from each section before, but the presentation of the information will give you a language and depth of understanding that surpasses anything you may have known.  The best part, in learning about yourself, any leader will also gain the language and understanding to better relate to the people around them, to improve education, to improve communication, to improve engagement, and ultimately improve performance!

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