Hire Smart.
Hire Once.

I help Small businesses stop making bad hires

4 Steps To A Better Selection Process

Connect With Us

We will talk for a few minutes to review your hiring and selection needs. 

Candidate Discussion

Next, we connect with you and discuss what the results mean for the role and organization.

Screen Qualified Candidates

We then screen your top candidates and talk with them for 45-minutes about their results.

Make Your Hiring Decision

Last, we help you make a data-backed hiring decision and build a team of A+ employees.

Why Pre-Hire Assessments?

If you’ve ever hired the wrong person, you know the pain this caused you and your organization. But the right person in the right job is priceless.

So, what’s the best way to screen potential employees so you’re sure to hire the perfect candidate? Pre-employment assessments.

With the help of our assessments, you’ll know more than just their past work history. We can accurately identify your job applicant’s behavioral tendencies and motives BEFORE you offer an interview.

No more guessing or costly hiring mistakes. You can now make data-based judgments and build a team of A+ employees for your organization.

When you utilize Gillette Solutions’ pre-employment assessments as a part of your recruitment process, you ultimately hire better employees. This leads to higher productivity, lower employee turnover, and saves you thousands.

Fill out the form on the bottom of this page to connect with us and get started.

Get The Right People In The Right Seats

When you use our pre-employment assessments you ensure the best possible positional job “fit” for every hire you make. Great fit means stronger retention rates and lower costs associated with turnover.

Build your teams based on compatible skills and traits, not generic ideas of balance. Top-level teams are like a perfectly put together puzzle. Finally, you can build the A+ team you’ve always wanted.

The Cost Of A Bad Hire

  • 16 percent of annual salary for high-turnover, low-paying jobs (earning under $30,000 a year). For example, the cost to replace a $10/hour retail employee would be $3,328.
  • 20 percent of annual salary for midrange positions (earning $30,000 to $50,000 a year). For example, the cost to replace a $40k manager would be $8,000.
  • Up to 213 percent of annual salary for highly educated executive positions. For example, the cost to replace a $100k CEO is $213,000.

Make sure you get the right employee the first time using pre-employment screening.

Contact Us Today To Get Started

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