Science of Selection

Scientific discovery of candidate screening and selection methods keeps us informed; regularly testing, proving, and implementing these research-based best practices in our search plans keeps us ahead of our peers and identifying great talent for our clients. Today, ePraxis uses over 48 independent behavioral, motivations, and core competency markers to determine talent goodness of fit for a particular position; and we are constantly searching for ways to improve our process giving us greater speed, reliability, and selection success.


For decades, researchers have been interested to learn how to more effectively, systematically, and probabilistically, determine talent from a number of observable behaviors and knowledge factors gathered during the search and selection process. Topics of scientific research have ranged from the foundations of psychological measurement and evaluation that have been applied to employee selection. From the scholarly research emerges an array of pre-employment screening and testing of cognitive, physical, behavioral, motivational, workplace competencies, and experiential tests and measures that can help the recruiter identify candidate talent as well as indications of statistically undesirable candidate patterns and behaviors to be avoided.

ePraxis knows from the research that nothing speaks more loudly about a candidates capability than their demonstrated past behaviors, decision-making, and demonstrated work experience and performance (e.g., examples of their work product and results). In so many ways, we see time and again that a candidate’s past is prologue to their future. So we pay particular attention to the past, measuring, monitoring, and determining in what ways a candidate’s past actions and behavior can be expected to continue in a new position.

For ePraxis, the entire process of candidate sourcing, screening, and selection is part of the selection process. A candidates actions and behaviors speak so loudly during the interview process, and spotting these behaviors early, and screening for them is part of the success formula for ePraxis. Further, we have learned that if you want to improve your candidate screening and selection success you must measure and track everything in your talent selection system. So in addition to testing, behavioral interviewing, psychometric testing, and other candidate skill verifications, at ePraxis we test everything in our process, and routinely update our systems as we identify better ways to detect, assess, and characterize behavior in a way that informs the positive outcomes of our decision making processes and methods.