Frequently Asked Questions (FAQ’s)
Why use MedMasters?
We specialize in industry specific candidates (giving you breadth). We provide you with the tools that give you the ability to predict if the candidate can do the job (depth). Additionally we provide you with a development plan to help you retain your employees.
Who are some companies that have utilized these tools?
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What makes MedMasters different?
We provide you with industry specific, high-quality candidates. Our assessment benchmarking tools provide you with behavioral and cultural matches ensuring you always hire the best person for the job. Plus, we supply you with proven management and development systems to help you develop and retain your high performing employees.
Are your results validated?
We have dozens of Case Studies inside large world-class companies based on tens of thousands of employee data points that prove that we reduce turnover and increase performance. . Upon request we will forward you copies of these studies that illustrate savings up to $500,000 in the first 90 days!
How much does this cost?
MedMasters utilizes a fee for test model for each administered profile or we can customize a comprehensive licensing fee for our services. Click here pricing details.
Why use behavioral assessments to impact turnover?
Assessment tools offered by MedMasters are a pro-active way to address turnover by helping identify the candidate who is the best fit for the position every time. Great fits are highly correlated with low turnover – and a sound management and development plan customized for each new hire reduces turnover.
Can behavioral assessments impact performance?
Yes, MedMasters helps managers identify those candidates with the same behaviors, attributes and values as their current top performing employees. On top of that, we will help you determine which characteristics are “knock out” factors during the hiring process.
MedMasters can demonstrate empirically that top performers share unique behavioral traits among themselves. Uncovering these unique traits and then helping companies evaluate candidates to find those who share these unique characteristics are the foundation of our proven technology.
Are these tools EEOC compliant?
There are hundreds of validation studies for each of the various assessment studies. Each of our assessments has been screened for EEOC compliance and are subject to critical validation studies.
In addition, our on-staff psychologist also holds a designation as Senior Professional in Human Resources, insuring that those kinds of mistakes don’t ever happen. MedMasters utilizes valid science that adheres to the most stringent principals of industrial psychology to ensure consistency in a non-biased hiring process.
MedMasters custom performance profiles when used consistently will actually add a layer of protection to the hiring process from a legal defensibility prospective.
Our methods of study and validation strategies are constructed in accord with the Society of Industrial Organization Psychologists Validation Principles, The American Psychological Associations Standards for Educational and Psychological Testing, and the EEOC Guidelines.
Will I lose candidates if I assess them at the front of the hiring process?
The priority of recruiters and hiring managers is to identify the top talent quickly and early. Recruiters and hiring managers can utilize the MedMasters’ candidate search tool to identify more candidates that are more specific to your job requirements.
You are then able to narrow down this list by assessing all candidates at the front of the process, thus decrease the time and cost of hiring the top performers.
MedMasters’ clients view the assessment process as an important filtering widget, narrowing the pool by identifying those candidates who ultimately will be the best match for the position.