Assessment and Selection

At Moten Tate we realize that identifying and recruiting capable people with the right skills and experience is only part of the job. The cost of a bad hire is estimated to be between 30% and 200% of the employee’s first year compensation. We offer our clients world-class assessment and selection tools as part of our staffing and human resources process.

We offer a customizable, scalable web based tool for the analysis of individuals and teams. These tools allow our customers a great advantage in hiring and retaining the best people, and in getting top performance from individuals and teams.

Hiring and Selection

Pre-employment assessments have been used by thousands of organizations worldwide. Our hiring tools have a proven track record of helping companies accurately predict job applicants who will be successful in specific roles by analyzing behavioral tendencies and competencies that would not otherwise be evident in a job interview alone. In turn, this allows your organization to reduce hiring expenses and prevent longer than necessary gaps while filling positions.


The job interview is one of the most commonly used approaches for making hiring decisions. However, research shows that the accuracy of the typical job interview in making a correct hiring decision is not much better than about 50/50. That means the interviewer would have been just as effective flipping a coin.

Fortunately, there is a better way to predict employee performance. Help your employees attain the essential skills needed to conduct a successful structured behavioral interview with InterviewRight, an interactive web-based training program that examines the key points of high-quality interviewing. Our online interview training course is designed to make the most efficient use of your employees’ valuable time.

Key components of the InterviewRight training tool include:

  • Relevant content
  • Video modeling
  • Mini white papers
  • Interactive learning aids
  • Review and testing

This cutting-edge behavioral interview training tool will teach human resource and managerial-level employees how to make a sound investment when faced with a hiring situation—by making it a priority to carefully and appropriately select an organization’s most valuable asset: its people.

Job Builder Model

Accurately-defined competency models are the cornerstone of many important human resource functions, including employee selection, performance management and development. Our Job Modeling tools offer three tiers of service—what we call the “standard, plus and premium” options. With each tier, clients receive various ranges of customization and legal protection. The right option for any particular organization depends on its particular needs, budget and desired outcome.

Standard Job Models (Standard)

We can swiftly and accurately produce standard job profiles for a variety of job roles. Select the best match and you’re ready to implement the proper, proven instrument to launch your business into the future. Standard Job Models are frequently chosen by smaller organizations that prefer standardized competency sets for jobs in finance, healthcare, tourism, hospitality, manufacturing and administration.

Job Requirement Survey (Plus)
Customized, automated tools like the Job Requirement Survey (JRS) can help your company gather expert input to create a model that is suited to specific needs. Your organization’s “subject-matter experts,” who know the ins and outs of the job, rank the competencies they deem most important to a specific job role. From there, company leaders fine-tune the model and decide which final competencies will be most beneficial. The Competency Library also has alternative competency names that can be tailored to your company or a particular industry.

Job Analysis (Premium)
Performing a Job Analysis is a rigorous, highly customized approach to job modeling for companies who want to minimize legal risk. A job analysis involves collecting information about the tasks, duties and responsibilities of a job role as well as the requisite knowledge, skills, abilities and other characteristics necessary for that particular job. A job analysis serves as a basis for identifying and utilizing appropriate assessments, and providing evidence of job-relatedness of those assessments in the event of a legal challenge.

Devine Inventory

The Devine Inventory Develop report helps ensure that employees hired for specific roles continually improve and grow within those roles. This is accomplished by comparing their behavioral tendencies and competencies with those of your organization’s top performers.

How Devine Inventory Develop works
Devine Inventory Develop can help you learn how to enhance your employees’ strengths and how to best improve their weaknesses. This in-depth report uses the web-based Devine Inventory® behavioral assessment to determine which areas of an individual’s development should have greater focus in order to improve their performance in a specific position. When taking The Devine Inventory, employees must choose between two statements to determine which best describes them. The system then analyzes responses to provide insightful measurements of employee attributes.

Using the comparisons, this comprehensive employee development report supplies narrative that highlights:

  • well-developed strengths
  • satisfactory strengths
  • areas that need development

Devine Inventory Develop also generates charts for at-a-glance determination of an employee’s suitability for specific jobs. Personalized growth tips aid managers with future training and performance improvement plans.
Devine Inventory Develop is a useful tool for hiring managers who want to ensure their employees continue to adapt and grow within their positions. The report format is flexible enough that it can be utilized for CEOs as well as for entry-level employees. The differences lie in the behavioral requirements for each position.