DPM Hiring


    Click on the question to see the answer…
    Where does this unique system come from?
    Over eighty years ago Dr. Robert S. Hartman made a unique discovery.  Of course, it was just a theory at first. Then, after forty years of research, it was a mathematically proven science. His research was even nominated for a Nobel Prize in 1973. The discovery was that people all over the world make their decisions through three core decision making dimensions. The are; Intuitive, Practical and Systemic. Knowing how your candidate or current employees are hard wired to value these dimensions, plus how well they 'see' these dimensions will reveal their future performance.
    Is the assessment validated, how do I know it’s accurate? [Proven]

    Yes. There are actually five types of validity studies possible on a system such as this. They are... Face. Concurrent. Statistical. Correlational. Adverse Impact. All five types have been completed.

    Validation and Approvals

    2003: Reviewed and approved, Chief HR Office, Chief Nursing Officer, CEO, Hospital Corporation of America. (Still in use today – January 2006)

    2000: Reviewed and approved, Graduate school of Education, Georgetown University, Marshal Saskin.

    1996: Reviewed and approved, legal commission, Ernst and Young.

    1996: Reviewed and approved through peer review of Academic Psychometricians from Harvard, Princeton and Yale.

    1996: Reviewed and approved, psychometrics, Arthur Andersen Consulting, Ann Mueller, psychometrician and adjunct faculty, University of Chicago.

    1996: Reviewed and approved, KPMG, for leadership.

    1991: Reviewed and approved, legal and psychometric, USPS, Lamon Mosely, Asst. Postmaster General.

    1990: Reviewed and approved, psychometrics, AT&T.

    1985: Reviewed and approved, legal department, MUNY Mutual, used for all
    employees until 1996 when the company was bought.

    1988: Reviewed and approved, GTE Legal and Psychometric-used until Training Center closed in Norwich, CT. (10 years later)

    1991: Reviewed and approved, Drake Beam Morin.

    1990: Reviewed and approved by legal department, AIB.

    1988: Validity study, Chuck McDonald and Bill Murphy with Vanderbilt psychometrician.

    1988: Criterion validity.

    1980's: Construct validity based on random samples of 40,000. Dollar General EEOC validity items, clinical variables, retest every 5 years.

    Have other DPM's used this system?
    Amy Dunetz Family Podiatry Associates
    Andrew Schneider Tanglewood Foot Specialists
    Brandt Gibson Mountain West Foot & Ankle Institute
    Brian Oneill Pomona Valley Podiatry
    Bruce Calligaro Wayne Podiatry (Foot & Ankle)
    Darlo Vander Wilt New Mexico Podiatry
    Dean Dorfman Deerfield Foot
    Amanda Richline Amanda Richline DPM
    Tejas Pandya Capital District Podiatry
    Jane Graebner Foot Doctor Jane
    Jenine Dunbar-Frazier Tri-County Podiatry
    Jennifer Feeny Shenendoah Podiatry
    Jorge Nasr JFN Footcare
    Kevin McDonald Family Foot Care
    Matt Neuhaus Neuhaus Foot & Ankle
    Melissa Robitaille Atlantic Foot & Ankle
    Mickey Gordon Gulfcoast Foot & Ankle
    Peter Wishnie Family Foot & Ankle Specialists
    Rem Jackson Top Practices, LLC
    Robert (Bob) Rosenstein Affiliated Podiatrists
    Ron Markizon Foot Care Center
    Scott Pattison Foot Associates of Cental Texas
    Sheharyar Chaudhry Foot & Ankle Wellness
    Sheila A. Wolfington Advanced Foot Care
    Tina Boucher Central CT Footcare
    Tony Abbott Abbott Foot Clinic
    Vimal Reddy Dr. Vimal Reddy
    Matthew Dairman 1 Foot 2 Foot Centre for Foot & Ankle
    Lori Cerami FAANT
    Rebecca Pinsker Phillip Pinsker DPM
    Are the results job specific for DPM's?
    We have feedback reports for Physician and Nursing Services positions. Primarily, our reports cover general staff hires such as receptionists and front office staff. We also have feedback reports for management level positions, sales, customer service and more. Our trained DPM Hiring consultants can speak to any role you might be hiring for to ensure your best fit.
    What is benchmarking and how does it work?
    Typical profiling companies will say, "Just give us your top 3 people and we'll know if there's a fit or not." I disagree. That is far too subjective a process - it's the menu, not the meal. We have a survey where you will rank items that will drive success in your practice against what we term as 'toxic' items that you believe will not work in your practice. From this survey, we can build a custom report based on your specific needs and wants.
    How does the hiring service work?

    3 simple steps.

    1. We will give you a login and password.

    2. You'll give this information to your candidate or current employee.

    3. You'll receive a report by email and book a time to review with a DPM Hiring Consultant.

    Is this a personality test?
    No, this is not a behavior or personality test. This system objectively measures the WHY behind your personality. It measures how you think and make decisions – variables that are critical to success. This is an individual assessment based on mathematical norms that measures
    How is this tool different from other profiles and assessments?

    Unlike other assessment instruments that are based on subjective interpretations of behavior, the Hiring MRITM is centered on the fundamental principles of the science of Axiology. Axiology is not subject to the speculation of an interpreted behaviorist, but is derived from scientific, mathematical equations that have been proven thousands of times. Furthermore, it does not care about age, sex or race and is cross cultural, meaning the deployment can be made anywhere in the world without bias.

    Is this science new?

    No; during the 1950's, two breakthrough discoveries were made:

    First, people think and make decisions through three core decision making dimensions; Intrinsic, Extrinsic and Systemic.

    Second, the ability to measure the intangible of thought.

    The result of these breakthroughs is the science of Axiology, the measure of "Value Talent."

    What is the value of the data?

    The feedback is extremely flexible and valuable. It can be used to screen and interview potential job candidates. As well, it can be used as a skills assessment for future supervisors and managers for job specific acumen and to know how to get the best out of your expensive staff. It can be used as personal leadership development tool.

    Finally, you can use the tool to help develop role specific Performance Benchmarks to rank top performers and poor performers. Therefore giving a clear concise model of what kind of employee or candidate will perform to high standards in your work environment.

    Can I use this system to understand current employees?

    Yes. Many Podiatrists recognize the amazing value of knowing so much about their staff and use the Hiring MRI to understand their performance needs. How to coach and get the best out of them is the key here. Also, Jay Henderson uses the Hiring MRI System to do communication workshops for Podiatry Practice Management Teams and staff.

    How did you discover this system?

    Jay learned about the science of axiology while working for Stephen R. Covey, author of 7 Habits of Highly Effective People. Being a student of human performance Jay was immediately hooked by the power of this unique science to predict performance. He has studied the science of axiology with the world wide guru for over 15 years. He has also studied coaching and performance management for over 19 years.

    Is the DPM Hiring service guaranteed?

    Jay absolutely money back guarantees that the Hiring MRI system will be 100% accurate or he will tell you when it may not be accurate due to statistical scores proving accuracy.

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