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Experts in Emotional Intelligence to Develop Individuals and Organizations 3 <br />Goal #2: Employ a multi-method screening approach to get you the best data on your top <br />candidates <br />• We develop a customized application that <br />candidates must complete online. We would <br />tailor this application to the County’s specific <br />challenges. Compared to the traditional <br />cover letter and resume, we can then match <br />candidates with the County's specific needs. <br />Moreover, we can then make "apples-to- <br />apples" comparisons of candidates rather <br />than trying to piece together disparate <br />information from resumes that are each <br />designed differently. <br />• We conduct intensive interviews <br />with each of the top candidates <br />(up to 15). We use structured <br />questions based on the county's <br />needs and a detailed scoring <br />system. Each candidate's <br />responses are recorded and <br />available for review. <br />• We also administer online surveys requiring short essay answers from candidates. <br />These questions generally focus on how candidates have managed more complex <br />challenges and provide you with an early writing sample before further assessment. <br /> <br />OUTCOME: Many clients tell us that they typically base their selection decisions on less <br />information than we provide through our screening process. <br /> <br />Goal #3: Apply skill-based assessments and Emotional Intelligence testing to provide a <br />comprehensive assessment that goes beyond the traditional interview -only approach. <br />• Skill-based exercises are of greater <br />validity (almost twice as accurate) than <br />the traditional interview-driven <br />approach Developmental Associates <br />designs exercises that simulate the <br />responsibilities of the position, such as <br />making budget presentations, <br />developing written project plans, <br />facilitating staff meetings, conducting <br />performance-based role plays, and <br />resolving HR issues to directly observe <br />the candidate skills that interviews <br />cannot elicit. <br />• In addition to the skills-based <br />assessments, we administer a <br />psychological inventory called the <br />Emotional Intelligence Inventory <br />(EQi 2.0) (see page 10). This <br />inventory is validated for <br />employment and provides us with <br />information on the candidate's <br />critical skills, such as problem- <br />solving, assertiveness, interpersonal <br />relations, and teamwork. <br />• We administer this inventory <br />independent of the skills exercises; <br />in other words, the psychologist <br />administers the EQ without knowing <br />the other assessment results. <br /> <br />OUTCOME: We provide you with the most in-depth and accurate information possible about <br />the top candidates for this position, enabling you to make the most informed decisions. It is <br />essential to rely on three familiar and very comfortable methods as a part of the selection <br />process: 1) reviews of resumes, 2) reference and background checks, and 3) interviews . <br />Nevertheless, these are the three least accurate methods for assessing candidates' actual <br />competencies, yet they are the key methods our competitors use ! One of many reasons these <br />methods are limited is that they rely primarily on indirect or inferential data. For example, <br />resumes tell us what the candidate has done but not how well they have performed. <br />Docusign Envelope ID: DE8441AA-E59C-82BA-8112-C2D52F2C60C1