Hiring with Confidence

Horizon Hospitality provides our clients with the most comprehensive assessments and pre-hire screening tools available, to ensure that all potential issues and concerns are uncovered prior to a final hiring decision being made. Our services are designed to help you make effective hiring decisions, avoid catastrophic hiring mistakes and maintain top talent for your organization.

DISC Behavior & Driving Forces Assessment

Our Behavioral/DISC assessments include the TTI Success Insights ™ reports, a family of three different comprehensive web-based DISC assessment options. The results of these assessments reveal an individual’s high and low placement in each of the four dimensions that make up their unique natural and adapted behavioral styles. This is depicted by two illustrations, TTI’s Style Insights® Graphs and the Success Insights® Wheel.TTI Success Insights® is available for Management Staff, Executive Level and for Sales. Behavioral knowledge will empower both the manager and employee to take action towards effective communication in the workplace.

Download our behaviors and motivators brochure.

What is DISC?

DISC is the universal language of observable human behavior, or “how we act.” DISC does not measure education, experience, values or intelligence. It simply measures an individual’s behaviors, or how they communicate.

The Application of DISC

With the knowledge of DISC, you can learn to understand and appreciate your behavior style, and then adapt your style in communication with others. In fact, you can change the golden rule. Rather than treating others as you would want to be treated, you can treat others the way they want.

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TriMetrix DNA Assessment

Leveraging the power of three sciences, TriMetrix DNA will help you leverage your human capital potential by understanding how people behave, what drives them and which soft skills they bring to the workplace.Download our TriMetrix DNA brochure

TriMetrix DNA combines behaviors, motivators and competencies together in a validated, bias-free and fully integrated assessment that meets EEOC and OFCCP requirements. TriMetrix DNA is available in management/staff, executive and sales versions.

What Does TriMetrix DNA Measure?

Behavior. Research suggests that the most effective people are those who understand themselves, both their strengths and weaknesses, so they can develop strategies to meet the demands of their environment. This report measures the four dimensions of normal behavior: dominance, influence, steadiness, and compliance. TriMetrix DNA tells you how this individual will perform.

Driving Forces. Knowledge of an individual’s driving forces helps tell us why a person behaves a certain way. 12 Driving Forces™ measures the primary driving forces cluster – the top four of an individual’s driving forces – to tell a story of how a person derives meaning from life and work.

Competencies. An individual’s hierarchy of competencies is key to their success, and knowing what they are is essential to reaching their goals. This report is designed to assist in managing and developing a career. For many jobs, personal skills are as important as technical skills in producing superior performance. TriMetrix DNA describes what this individual “has done” in 23 research-based capacities related to the business environment.

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TriMetrix EQ Assessment

Leveraging the power of three sciences, TTI TriMetrix EQ measures your ability to sense, understand and effectively apply the power and acumen of emotions to facilitate high levels of collaboration and productivity.Download our TriMetrix EQ brochure

TriMetrix EQ combines Behaviors, 12 Driving Forces™ and Emotional Intelligence in a fully integrated assessment. TriMetrix EQ is available in management/staff, executive and sales versions.

What Does TriMetrix EQ Measure?

Behavior. Behavioral research suggests that the most effective people are those who understand themselves, both their strengths and weaknesses, so they can develop strategies to meet the demands of their environment. This report measures the four dimensions of normal behavior: dominance, influence, steadiness and compliance.

Driving Forces. Knowledge of an individual’s driving forces helps tell us why a person behaves a certain way. 12 Driving Forces™ measures the primary driving forces cluster – the top four of an individual’s driving forces – to tell a story of how a person derives meaning from life and work.

Emotional Intelligence. The report was designed to provide insight into two broad areas: Intrapersonal and Interpersonal emotional intelligence. Within these broad areas, this report measures five dimensions of emotional intelligence: SelfAwareness,Self Regulation, Motivation, Empathy and Social Skills.

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Reference Checks

Past Performance Is the Best Indicator of a Candidate’s Future Success!

Checking references before making an offer can actually save time, money, effort, and a lot of embarrassment. You will be pleasantly surprised how candid past employers may be in providing useful information. It is important to keep in mind that since all applicants must be treated fairly, you will need to conduct reference checks on all applicants you are considering for the position.

Employment experts estimate that 30 percent of all resumes contain false or exaggerated information. Most often, dates are expanded to cover gaps in employment, which may be covering up something more serious than just unemployment. Education is another area that candidates may exaggerate or falsify. If your position requires a specific educational background, you should also verify the applicant’s education before you make an offer.

Our 360-degree reference checking process includes speaking with prior SUPERVISORS, prior PEERS (i.e., co-workers), and prior SUBORDINATES to obtain a complete picture of your potential new employee. It is surprising how much you can truly learn about an individual by conducting a proper reference check.

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Employment Verification

Is your potential employee being truthful about their employment history?

Competition for jobs can be fierce and the desire to get ahead is a powerful motivator. Too often, employers are in a hurry to fill a vacancy. They take a resume at face value only to find out their new hire doesn’t actually have the experience or the skills they claimed. Making a bad hire is a very expensive mistake that few companies can afford to make.

Previous employment verification can sometimes uncover small fibs like an applicant who nudges their previous salary up in hopes of getting a better offer. But it can also uncover outright lies by con-artists who claim work experience they never had.

According to a CareerBuilder survey, 58% of hiring managers say they have caught lies on applicant’s resumes. High on the list of the most common embellishments are fudging dates of employment and lying about a job title.

Past employment verifications can also help uncover or explain gaps on a resume, or reveal an applicant trying to conceal downtime by stretching starting or end dates.

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Background Checks

“Never judge a book by its cover.”

That’s a common saying that’s been around for many generations. In terms of recruitment, it means something very unique. When it comes to selecting the best candidates to work for your business, going deeper than just face value should be a routine practice.

Our comprehensive criminal history check includes a felony/misdemeanor search of every jurisdiction of residence for your applicant with the past seven years.  Our driving records report includes any moving violations, suspensions, revocations, or expirations.

Our comprehensive Background Checks include:

  • Criminal Conviction Check. A state and federal search for conviction records in your applicant’s name.
  • Sex Offender Search. Federal and state comprehensive search
  • Social Security Number Verification. Assures the person applying for employment is valid and has not applied under a false number
  • Driving Records. The researching of an applicant’s driving record.

Although several regulations and controversies are attached to background checks, more companies are resorting to scrutinizing potential employees’ backgrounds, realizing that having qualified, honest employees is critical to their success.

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Employee Engagement Surveys

“Engagement is about creating opportunities for employees to connect with their colleagues, managers and wider organization. It is also about creating an environment where employees are motivated to want to connect with their work and really care about doing a good job…It is a concept that places flexibility, change and continuous improvement at the heart of what it means to be an employee and an employer in a twenty-first-century workplace.” (Professor Katie Truss)

  • Do you regularly assess your employees’ level of engagement or satisfaction with their work?
  • Do they feel they add value to the business?

Download our Survey Brochure

Successful organizations see the importance of addressing the needs of employees. To do this, an organization must regularly assess its services, policies, and practices to ensure they are providing the leadership, work environment, management practices and incentives top-notch employees require. Organizational and employee engagement surveys, customized to gather the right information, are a vital diagnostic tool to determine how the organization can improve or modify their culture to achieve employee satisfaction.

We consult with you to identify the important factors to measure and create a customized management survey for your employees. We’ll conduct the survey and provide you with a finalized detail report of your strengths and opportunities. Our reporting capabilities can be as simple as a formal report, or as intensive as focus groups and action planning – all dependent upon your needs.

Horizon Hospitality provides a cost-effective, web-based survey solution that enables you to quickly and efficiently gather quality employee opinions. Whether you’re looking to gather a large volume of quantitative employee data or explore the softer side of employee opinion to uncover emotions, thoughts, and perceptions, we help to make the process easy.

For details and pricing information, contact:

Leigh Ann Teubert,
Managing Partner | Client Relations
(913) 333-3192
[email protected]