The Devil Is In The Details You Aren't Assessing For
Credentials don't predict work capacity. The Six Unmeasurables do.
After 39 years in talent acquisition, I identified the pattern that explains why hiring has become nearly impossible
You're assessing credentials and experience. You're ignoring the behavioral capacities that actually predict who can work.
Traditional hiring checks degrees, résumés, and interview performance. But these don't tell you if someone can maintain focus when interrupted, push through when motivation fades, or self-correct before errors become crises.
That's why 89% of employers now avoid hiring recent college graduates. Not because they lack credentials—they have more degrees than ever. They lack work capacity.
THE SIX UNMEASURABLES
These behavioral capacities predict work performance better than any credential, degree, or interview
Interruption Resistance
The ability to maintain focus and task continuity when disrupted by questions, notifications, or environmental changes.
Low: Loses place, starts over, frustrated. High: Returns to exact point, continues without pause.
Sustained Effort Capacity
The ability to maintain productive effort when initial motivation fades and work becomes tedious or difficult.
Low: Productivity drops 60% after first hour. High: Consistent pace, self-regulates energy throughout.
Frustration Tolerance
The capacity to continue problem-solving when facing obstacles rather than emotionally collapsing or disengaging.
Low: Gives up, waits for help. High: Tries approaches, searches solutions, escalates appropriately.
Momentum Experience
The ability to generate and sustain forward motion on tasks without requiring external pressure or supervision.
Low: Waits until deadline, needs check-ins. High: Starts immediately, finishes early with time for review.
Consequence Integration
The capacity to adjust behavior based on outcomes—learning from mistakes and feedback without repeated correction.
Low: Repeats same error. High: Implements fix after first occurrence, error never recurs.
Self-Correction Capacity
The ability to identify and fix one's own errors without external monitoring—catching mistakes before they become problems.
Low: Submits without review, manager catches errors. High: Reviews own work, catches and fixes before submission.
WHY IT MATTERS
Traditional hiring = expensive gambling. Peak hiring = precision based on what actually predicts performance.
Reduction in hiring failures
Lost per bad hire
Employers avoid recent graduates
Of salary drained by mismatches
HOW WE ASSESS THEM
The Grand Separators Process™
Behavioral capacity screening that identifies who can handle interruption, sustained effort, frustration, momentum, consequences, and self-correction.
Insight 360°™
Complete visibility into candidate work capacity before you waste time on interviews. Skills validation, cultural alignment, behavioral maturity screening.
Before Day One™
Candidates arrive vetted for skill, maturity, and cultural fit—not just credentials. Zero wasted interviews. First-day readiness ensured.
WHAT HAPPENS WHEN YOU ASSESS THEM
"We stopped gambling on 'promising' and started hiring proven. The difference showed up in our first quarter."
"New hires walked in coachable and ready. The drama vanished and the work got done."
"Our frontline supervisors noticed the change first—fewer excuses, more follow-through."
"We weren't sold buzzwords. We were shown proof. That's why the hires are still with us."
Three Ways to Hire With The Six Unmeasurables
Direct Hire
Candidates pre-screened for all Six Unmeasurables. Zero wasted interviews. Zero regret hires.
Contingent to Hire
See the Six Unmeasurables in action before committing. Observe behavioral capacity under real work conditions.
Peak Horizon™
Full talent pipeline with built-in Six Unmeasurables screening at every stage. Eliminate hiring risk permanently.
STOP HIRING BLIND
Take our 5-minute workforce diagnostic.
See if your team has these capacity deficits.