Management Consulting, Organizational Development, Leadership Development, Executive Coaching, Life Coaching, Managing Change, Cultural Change, Team Building, Conflict Resolution, Hartman Value Profile, Strategic Organizational Alignment,

The Hartman Value Profile

Used in the Hiring Process

There are three types of HVP reports that are useful in the Hiring Process.

The first type of HVP report presents pre-selected competencies that are typically needed in various job categories. When the hiring manager reviews the report on competencies, the manager needs to pay attention to those competencies that are relevant to the job in question, while ignoring the data on competencies that are not relevant to the specific job.

There are two reports available with pre-selected competencies. The first report is the Hiring Screen developed for specific types of jobs. The second report is the Interview Guide, which is a second generation of the hiring report. Customers requested reports that provided in-depth information in a shorter format. The Interview Guides were developed to meet that need. Samples of the original Hiring Screens and the Interview Guides are provided on this page.

The second type of HVP report used in the Hiring Process presents the Success Factors that your company management selects as critical competencies for a specific job in your company. Using a list of competencies in nine categories, company management selects the competencies needed in the job, and selects the competencies to be avoided in that same job. Management determines the information they require in customized reports. The usefulness of this report is dependent on management's understanding of the factors required for success in the job under consideration. One sample of a customized success factors report and the definitions of the factors are available.

The third type of report presents the factors that have been scientifically determined to discriminate between those who are successful in a job and those who are not successful in the job. This benchmarking process requires 100 employees to complete the HVP as the data for the statistical analysis. A customized report is created to evaluate candidates on those competencies that are found to distinguish your most successful employees. A description of the benchmarking process, a case study and a sample of a customized benchmark report are provided for your review.

If your company does not have 100 employees in the same job description, then this scientific benchmarking process is not feasible. Your company may want to consider the Success Factors Report described in the paragraph above.

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