select | develop | retain
Finding talent doesn't have to be hard
Get to know us
Sift HR is the consulting practice of assessment expert Justin Wiegand, Ph.D. and exists to help organizations make great hiring decisions and develop talent using adaptive assessments and integrative HR consulting.
Rheo Engineering has used Sift HR extensively during a hiring spree for multiple positions. The information received from the testing was certainly worth the cost, and influenced our hiring decisions in a myriad of ways.
Sift HR has been extremely helpful in assisting with organizational fit of team members and aiding in getting the most out of team members.
how it works
The Assessment Process
We exclusively use PXT Select™ assessments—a Wiley brand of validated, adaptive assessments—to improve hiring and employee development. PXT Select™ leverages decades of use across small, mid-size, and Fortune 500 organizations to inform hiring and development decisions using real performance data.
Your assessments will be scored against the actual job you are hiring for or developing talent in. PXT Select™ uses cutting-edge psychometrics and computer-adaptive items to evaluate multiple job-related constructs and provide easy-to-understand reports with predictive fit scores, targeted interview questions, and clear, actionable narrative to guide hiring and development decisions. Implementation is easy and we guide you each step of the way.
3 – 49 assessments*
50 – 249 Assessments
250 + Assessments**
*Three assessment minimum order. Assessments never expire.
**Clients needing 2,000 or more assessments per year are eligible for a yearly license agreement. Contact us for more details.
scoring based on your internal performance data
Sift Custom Analytics
Our Start, Expand, and Enterprise packages are recommended, turn-key solutions that leverage the match of your specific jobs to large-scale performance data.
Sift Custom Analytics provides an option for clients who prefer scoring models based entirely on their internal performance data. With Sift Custom Analytics, we assess your role incumbents and create scoring models for new hires based on the incumbents’ assessment scores and performance. Twenty or more incumbents are required for each role. Contact us for more information.
Sift Custom Analytics
Internal Validation Study
why clients chose us
We make predictive assessments accessible
We offer the best of both worlds: an experienced assessment expert along with software and support that scales with you.
Our partnership with Wiley (maker of the popular DiSC® and The Five Behaviors of a Cohesive Team® assessments) ensures your needs are met, from small business owners to the Fortune 500.
Our experience working in Fortune 100 HR roles along with extensive interviews of HR and hiring managers revealed the following barriers to assessment uptake. Get in touch to find out how we eliminate each of them.
we want to hear from you
Reach out today to schedule a demo or connect over selection and development at your organization.
We follow-up quickly and never spam.
when you find fit
When you find fit, you improve hiring and maximize applicants’ opportunity for success—everyone wins. Our reports make this happen. In addition to providing fit scores and clear narrative, they improve your interviewing with behaviorally-based questions targeting assessed challenge areas.
The constructs we measure are based on what works. Schmidt and Hunter’s seminal meta-analysis of all studies predicting performance across industry, time, and place demonstrated that you can better understand fit and performance using the constructs we evaluate. Based on thousands of studies across more than 500 widely diverse jobs, they found that cognitive ability, one of the hallmarks of our assessment, explains an average of 26% of the variation in employee performance. The rest of our assessment—key personality traits, interests, and structured interviews—helps further predict that variation. It all works together to help you find fit and hire better than you could with resume reviews and interviewing alone.
From “The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings” by Frank Schmidt and John Hunter.