Screening / Selection Sketches

Sketch: Behavior Profile for Screening Review and Development



  The TargetSketch is a profiling tool based on a simple questionnaire format. Depending on the particular Sketch (there are different versions for different types of position), there are 30 to 50 questions. Each question has five possible answer choices. Answers are forced-choice, that is questions cannot be skipped.

The Sketch is delivered online. What that means is that a user accesses the Sketch using a standard web browser running on a computer of some sort attached to the Internet. Browsers that run on smart phones and tablets generally work just fine.

Sketch results are also delivered online using either the administrative control panel website provided by TargetSuccess or the admin account tools provided your service provider that integrates the Sketch into their system (for example, EDJOIN, HRM+, SchoolStream, Applitrack, etc).

Along with other screening strategies, the Sketch provides valuable information to help in determining which applicants will be interviewed and otherwise further evaluated.


Each TargetSketch is part of a system designed to remove the guess work and much of the labor involved in traditional methods of screening candidates.  

TargetSuccess Sketches are developed using up to date psychometric techniques, are rigorously field tested and undergo on-going action research.

It is important to understand the difference between screening and selecting. During times when there are large numbers of applicants, screening becomes the order of the day; however when applicant pools are smaller, selection comes to the fore when you want to make sure you get the best people from those that are available. See below "Using Screening Profiles and the Difference Between Filtering and Selecting"



Run a brief demonstration Sketch questionnaire      
View a sample Sketch Analysis Report  
See how Sketch presentation and data management works      



  The TargetSketch is built around a set of behavioral characteristics that we call “Attributes”. (See the Sketch Manual Appendix for reference and citations). 

The measured Attributes are research based and consistent with ISLLC and other national standards.    

Each Sketch question is designed to address a specific Attribute. Each Attribute typically has 2 or 3 Sketch questions devoted to it. 
The exact set of Attributes examined depends of the version of Sketch.



What the Sketch is NOT For


The TargetSketch is a screening instrument and not to be used for final selection.  The Sketch is designed to compliment a comprehensive selection process and, for best results, should be used in conjunction with the TargetSuccess Structured Interview.  


What the Sketch IS For


As a Selection Tool:

TargetSketch coupled with a properly executed TargetInterview is designed to lead to at least ninety percent success in hiring great employees.
What is your selection goal? Hiring good employees? or great employees?

We are dedicated to helping you select great employees. While good is, well, good, we don't settle for anything less than excellence and that is what our tools are designed to help you do .

With our sketch, we are providing an instrument to improve the efficiency of your screening process and identify the greatest number of potentially great employees.


As a Review and Development Tool:

The Sketch and associated Development Profile Report is an effective tool in measuring and facilitating professional growth.


Managing Subjectivity


Do you have a good feeling about someone? Is this person your nephew that really needs a job? Does this person come highly recommended? 

These are all subjective selection criteria. While they are (usually) very valid and necessary in the selection process (Do you like this person? Can you work with this person? Etc), it is very important to manage the subjective selection and always precede it with at least one fully objective filtering tool. 

Subjective screening starts with reviewing a resume or application. Any number of things can trigger a “like”. It could be the font used in the resume, where the applicant went to school, etc. The free-form personal interview, either over the phone or face-to-face or by committee, is the primary subjective screener and is usually what is used to determine a hire. Typically about 50% of those hired this process are average or high performers and very few are excellent performers. 

Objective screening happens with fact-based data (is this person credentialed?) and controlled instruments such as the Sketch and Structured Interview.

Once an applicant has satisfied the screening elements of a set of objective processes, only then should the time and resource be applied to subjective screening. 


Using Screening Profiles and the Difference Between Filtering and Selecting


The Sketch is a simple multiple-choice online questionnaire that develops behavior profile based on a carefully selected set of behavioral job-related Attributes. The information we can derive from that profile can be used to greatly improve your hiring efficiency and effectiveness in situations both were you have a large applicant pool that requires screening and where you have a small pool that requires a greater focus on selecting and less on screening.

Let me explain.

Suppose you have a large pool of 100 applicants for a position and you know you only want to invest in interviewing 5-10 in your initial interview process and perhaps take 3-5 through your entire interview/evaluation process. The Sketch is an ideal tool to help you identify the people you want to spend more time on evaluating. By using the Sketch Screening Score, you can screen out all but the top 10% or so and review these people for requisite licensing/certification, skills, experience, etc. Keep in mind that since the Sketch is a behavioral analysis tool; it does not look at specific skills. Then choose who will enter your interview process.


On the other hand, suppose you have a small group of ten or twenty applicants for a position that must be filled ASAP. In this case we will be more interested in selecting rather than screening and we will be using the detailed information in the behavior profile generated by the Sketch to evaluate each individual's strengths and weaknesses according the behavioral Attributes measured by the Sketch. With the Sketch, you can identify profiles most suited to your situation and the position you need filled. For example, you can identify people who are most likely easily trained or who are most likely to have great communication skills. With the Sketch, you can have a better understanding of the available candidates' strengths and weaknesses and select the best from what is available. 



Screening Sketches Currently Available:

  • Classroom Teacher
  • School Principal/Leader
  • Classified Support


The Sketch is designed as a screener and is not a final selection tool.  For optimum predictive results it should be supported by the TargetSuccess Structured Interview and other relevant information.

Focus on: How To Hire The Best Teachers

The Structured Interview:

What is it and Why use it?


Learn more


Focus on: Selection vs Screening

Big Pool or Small Pool:

Balancing the Importance of Screening and Selecting


Learn more


Focus on: Structured Interview

The Structured Interview:

What is it and Why use it?


Learn more



Torie Charvez
2013-02-02, 02:33
"Georgianne was a dream to work with. As a business owner finding staff can be a challenge. Hiring Georgianne made the process go quickly, smoothly … read more
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from A Passion for Excellence


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