What to Expect

Winning Opportunities Are Our Specialty!

At Beacon Group, we use a variety of methods and tools to help us determine how to place the right people in the right careers. Our selection process allows us to make objective hiring decisions by using methods that have been proven to predict on-the-job performance.

We have developed a comprehensive hiring process that’s designed to help us select people who are the best fit for the role as well as the culture of the organization. While the process varies based on position, it usually includes interviews with a recruiter and the hiring manager as well as corresponding assessments. In some cases, interviews with our clients are also incorporated, which can be as valuable to the candidate as it is to the hiring team.

During the process, we will get to know your skill level and motivations and you’ll learn more about the opportunities we have to offer, employee benefits, and our organizational culture that will help you decide if Beacon Group is the right place for you.

We know that your time is valuable so we strive to create high impact, yet efficient processes that benefit you and our recruiting team.

Listed below are some of our some of our most commonly used selection tools.

Pre-Employment Assessments
Our pre-employment assessments require you to think logically and analytically, while providing us with more information about your experiences, work preferences, and other job-related skills and abilities. Our assessments not only allow us to make objective hiring decisions, but they’ve also been statistically validated to predict on-the-job performance. The most common form of assessment is web based; however, videos, and written assessments may also be administered. You will be provided detailed instructions on how to take the assessments and given the appropriate instructions prior to taking the skills assessments tests.

Structured Behavioral Interviews
At Beacon Group, our goal is to make the best match between candidates and the job. One of the ways we do this is to use Structured Behavioral Interview Questions to assess talent. These interviews are designed to identify how well one’s background, interests and abilities match the jobs we have and helps us make better decisions by assessing candidates similarly on job relevant characteristics.The questions we will ask require you to do most of the talking by requesting that you tell us details about job relevant prior work and personal experiences. We know that we can most accurately identify how you fit with our jobs by understanding specific situations that you’ve encountered and dealt with in the past. We’ll also ask you about your interest in our company and give you an opportunity to ask any questions that you have for us.

Pre-Employment Screening
Our Job Offers are contingent upon pre-employment screening. This screening helps us hire quality employees, provide a safe environment for our employees and customers and employees, protect the company from risk, and comply with state and federal regulations. A Pre-Employment Screening may include (but is not limited to):

  • Ability to Reason Abstractly
  • Ability to Think Critically
  • Use Grammar Correctly
  • Job Related Skills Proficiency
  • Pre-Employment Drug Screen
  • Ability to Obtain a US Government Security Clearance
  • Verification of licensure (i.e. CPA, State Bar, RN, etc.)
  • Background Check