Hire an Esquire’s Fit Score Assessment

We predict the candidates most likely to succeed in your role and work environment with proven methods developed from Industrial-Organizational Psychology and Legal Industry Research with:


Job Analysis Form

Completed by law firms when posting jobs to identify hard and soft skills important to the role.

Workstyle Assessments

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Completed by candidates to assess their soft skills and cross-referenced against data from professional references, structured interviews, and client feedback.

Fit Score

A snapshot of a candidate’s fit for a role from our proprietary analysis of the job requirements against the candidate’s hard and soft skills— weighted against the 10,000+ other candidates in the Hire an Esquire network.

 
 

Why we’re challenging the status quo

Traditional hiring methods such as resume reviews, pedigree, and unstructured interviews are proven to be ineffective at predicting job performance. We’ve developed our assessments and matching methods from outcomes-driven Industrial Organizational Psychology and legal industry research on workplace performance to empower our clients with a set of data-driven hiring tools and to bring you impressive, qualified candidates that are a joy to work with.


Long story, short—Our assessments will help you hire: 

 
 
 
 
  • Predict & increase high performing hires

  • Understand the potential strengths of a candidate

  • Streamline screening and decrease selection time

  • Reduce the likelihood and cost of a mis-hire

  • Reduce bias in the hiring process

 
 
 
 
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Assessments Results Breakdown

Characteristic Predicts Strengths
Diligence Predicts the ability to be planful, organized, dependable, and deliberate - Managing time
- Setting high standards for work
- Following rules and regulations
- Self management
Leadership Predicts assertiveness, competence, initiative, and decision-making ability - Managing others
- Strategic planning
- Providing direction
- Taking calculated risks
Drive Predicts a candidate’s achievement focus, discipline, persistence, and energy level - Achieving work objectives
- Ambition
- Passion for their work
- Pushing through setbacks
Interpersonal Sensitivity Predicts tact, empathy, and social skills - Working with others
- Understanding others’ perspectives
- Active listening
- Interviewing
- Integrative negotiation
- Advising clients
Poise Predicts the ability to manage stress, maintain composure, and adapt to people or situations - Excels at emotional control
- Accepts feedback and criticism well
- Dealing with ambiguous situations
Collegiality Predicts gregariousness, positivity, sociability, and ability to build rapport - Meeting and working with others
- Positive attitude
- Networking
- Influencing others
- Promoting ideas
Analysis Predicts a candidate’s prowess in evaluating information, thinking systematically, and being detail oriented - Strong practical judgment
- Drive to dive into details
Innovation Predicts the ability to be creative, curious, and strategic - Figuring out why things work
- Coming up with creative ideas
- Problem-solving
- Enthusiasm for trying new things

Why don’t I see a fit score?

Fit Score data may be unavailable because:

  1. This job was posted before January 28th, 2019.

  2. This candidate applied for this job before January 28th, 2019.

  3. This candidate’s results are still pending. Calculations are usually available within a few minutes but may take up to 24 hours.

  4. This candidate has yet to take their Workstyle Assessment.

Frequently Asked Questions (FAQs)

 

What does “Percentile rank” mean?

Scientific research methods and data inform our fit score and in almost all natural and social sciences, variables are scored on a bell curve.  Each candidate’s assessment results are translated into a “percentile rank” that shows where the candidate lands when compared to their peers in the Hire an Esquire network.

How to read percentile rank:

Percentile Rank Graphic, 1 to 39 is lower than average, 40 to 70 is average, and above 70 is above average

1-39: Predicted to perform lower than average in that particular workstyle trait

40-70: Predicted to perform average in that particular workstyle trait

70-100: Predicted to perform above average in that particular workstyle trait

Strength badges

If we predict a candidate will be an especially high performer in a certain workstyle trait, that trait is marked as a “Strength.”

 

 

Read more in depth about how we’re bringing Moneyball to legal hiring


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Comments, Questions, Thoughts?

We’d love to hear them.

 
 
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