The First True Hiring Revolution
Employment Pre-Selection Science (EPSS) represents the first system to measure and quantify the unchanging inner nature of individuals, and the first employment system to connect this inner nature with the tasks of the job. This revolutionary approach puts objective screening of candidates at the very front of the hiring process.
Traditional hiring follows a familiar pattern: collect resumes, screen for qualifications, conduct interviews, check references, make a decision. This process is expensive, time-consuming, and often produces mediocre results. EPSS transforms this approach by front-loading objective assessment.
Why Traditional Hiring Fails
Despite billions spent annually on hiring processes, the performance bell curve remains stubbornly consistent: 10% A performers, 15% B performers, 50% C performers, and 25% D performers. This results in only about 33% human capital efficiency across most organizations.
The problem isn’t lack of effort—it’s lack of objective measurement. Resumes show what candidates have done, not who they are. Interviews reveal how candidates present themselves, not their inner nature. References confirm past behavior without predicting future fit.
How EPSS Works
Employment Pre-Selection Science uses the Core Values Index to assess candidates at the very beginning of the hiring process. Before reviewing resumes or scheduling interviews, you understand each candidate’s inner core values profile.
This assessment takes approximately 10 minutes to complete and achieves 94% or greater repeat score reliability. Because it measures something stable and unchanging, the results predict long-term fit rather than just initial impressions.
Lynn Taylor developed the CVI by applying principles from his experience building speech recognition software—where precision measurement is essential. This engineering foundation provides objective, measurable data that removes guesswork from hiring decisions.
Matching Inner Nature to Job Requirements
Every job requires certain types of contributions. Some roles demand the action-oriented results focus of Builders. Others require the relationship skills of Merchants, the problem-solving wisdom of Innovators, or the systematic precision of Bankers.
EPSS creates a scientific profile of the ideal candidate for each role based on your actual top performers. Then it screens incoming candidates against this profile before you invest time in interviews. Only candidates whose inner nature aligns with job requirements advance to the next stage.
Dramatic Cost Reduction
By front-loading objective screening, EPSS dramatically reduces hiring costs in several ways:
- Fewer wasted interviews: Only pre-qualified candidates reach the interview stage
- Reduced turnover: Better initial fit means employees stay longer
- Lower training costs: Right-fit employees require less remedial training
- Faster productivity: Aligned employees reach full productivity sooner
- Fewer mis-hires: Objective data prevents expensive hiring mistakes
Beyond Skills and Experience
Often employers attribute performance problems to lack of training. A supervisor having morale problems is sent to management training with the expectation that training will “take” and they’ll return transformed. But the problem is often that we’re sending people whose inner nature doesn’t align with management work.
Sending people to training to learn skills for work that is not their “real work” is a lose-lose game. EPSS ensures you hire people whose inner nature matches the work from the start, making training an enhancement rather than a correction.
The Scientific Foundation
The power of EPSS comes from measuring something real and stable. Abraham Maslow identified the unchanging inner self as the source of a person’s natural tendencies—their preferred ways of seeing, feeling, reasoning, deciding, and participating in society.
Test/retest studies consistently achieve 94% or greater repeat score reliability with the CVI. This extraordinary reliability proves we are measuring something that is very stable—the inner nature that determines where each person fits best.
Shifting the Performance Bell Curve
Companies using EPSS report significant improvements in hiring outcomes. Instead of accepting the typical 33% human capital efficiency, they achieve higher percentages of A and B performers while reducing C and D performers.
This shifts the performance bell curve significantly in favor of higher human productivity and personal satisfaction, while delivering significantly greater profits to businesses. The impact compounds over time as each new hire contributes at higher levels.
Transform Your Hiring Process
Ready to put objective science at the front of your hiring process? Learn how Employment Pre-Selection Science can help you hire top performers consistently while reducing hiring costs.