R-DTS
Research-Driven Talent Sourcing


OUR SERVICES
We find, test, and deliver best in class talent, at home or overseas.
We distinguish ourselves by our…

Research-based methodology
Centered around identifying cognitive and behavioral traits that predict performance on the job

Data-science background
Designed a process that delivers a better experience for candidates while saving time and improving the output
We are not HR folks. We are data scientists and psychologists that researched talent sourcing to bring best in class ways to the craft.

Global reach
We have resources to assist in the US and overseas, with coverage in Latin America and Southeast Asia
CLIENT TESTIMONIALS
The foundations of our methodology
Research on predicting performance
There have been thousands of peer-reviewed studies published on behavioral psychology, cognitive capabilities, and personnel selection. In the 90s a consensus has been reached, and every meta-study since has concluded time and time again on the same key criteria and methodology to follow to best predict objectively the potential on the job performance of a candidate.
Dimensions we consider
Cognitive capabilities
General Mental Ability (GMA) screening
Personality traits
OCEAN framework assessment
Motivational factors
Holland/RIASEC assessment
Covered in initial testing in all searches for all candidates
Hard skills
e.g., Python, Excel, Java, Tableau, etc.
role specific, only top folks
Behavioral Interviews
Structured or unstructured
Throughout the process
Why did we choose these dimensions for the initial testing?
The research is conclusive. What predicts performance and by how much is well studied, and we chose the top indicators of performance. Among these, Cognitive Capability (GMA) stands out as the single most valuable predictor, so all others are measured independently and also when used in combination with GMA to assess how much more predictive power the combination of both will bring. Hence, in literature, there are two measures for any dimension of evaluation:
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Validity: the predictive power of a dimension by itself, measured as the % of the expected outcome that it explains
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GMA+ % Gain: predictive power improvement from using a dimension not alone but combined with GMA
Best predictors of performance
Predictor
Validity
GMA+ %Gain
Cognitive Capability (GMA)
67%
N/A
Personality (OCEAN)
37%
+12%
Motivation (Holland)
34%
+11%
Behavioral Interview
56%
+11%
Commonly used poor predictors
Predictor
Validity
GMA+ %Gain
Referrals
23%
+6%
Years of experience
0%
0%
Years of education
20%
+4%
Ratings / Reviews
36%
+1%
Source: “The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 100 Years...”, Frank L. Schmidt, University of Iowa, 2016
Our Process
Every step of our process is based on thorough research of how to assess a candidate’s potential to perform on the job, enabled with our data science background, and refined through years of experience iterating on the details.
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It excels at delivering best in class talent, generally within 10 days of kick-off, that is thoroughly tested when presented to the hiring manager, and requiring very little time from him/her.
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We rely on our process and assessments, not our intuition.
Role and process definition
Align on job description (JD), timelines, requirements, and ideal candidate profiles
Word from you
Enrich the JD with videos from you to improve the experience for the candidate and smoothen the process
Kick-off search
Mix of direct sourcing and LinkedIn post inbound, depending on seniority, geography, and confidentiality needs
Round 1 testing
Cognitive, behavioral, and motivational assessments to all candidates, identifying top talent without recruiter’s bias
Round 1 ‘chat’ with R-DTS
Only with top candidates, focused on ensuring good overall fit, alignment of expectations, and engaging them
Round 2 skills test
Specific skills required for the job, such as Python, Excel, Java, or whatever that may be for the position; generally 1 in 30/40 get here
Profile submission
Reduced pool of applicants submitted for interviews, generally 1 in over 100 make it here
Package will include all test results, candidate introduction video, CV/LinkedIn, and our takes
Company-led interviews
Candidate handed over generally for a final round interview panel that is company-led before offer is given
Follow-ups and learnings
Gather feedback from the company and incorporate learnings on future searches
Check-in on candidate progress, and if there is an early termination/departure kick off the search again for no charge
To learn more about our process and research behind it...
... look at this document that we put together to explain it in detail
Our Team.

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Let's Discuss Your Talent Needs
Ready to take your talent to the next level? Reach out to us to explore how our research-driven talent solutions can benefit your organization.