In our recently published White Paper “Recruiting the Best: It’s not Who You Interview, It’s How” we give an overview of who uses the MMI. Here’s an excerpt: 

ProspectHR MMI has made a successful transition into the world of employment.  Public sector employers are embracing the MMI and have adopted this recruitment and selection system for a variety of reasons, including: 

• 
  The published scientific research in peer-reviewed journals provides evidence of reliable and valid outcomes in the selection of future health professionals. 
• The assessment focuses on soft skills which are critical to organizational culture. 
• The process removes interviewer influence on other interviewers, unlike panel interviews where there is typically one power-broker that influences the candidate score. 
• Rater bias is significantly reduced when there are 8-10 independent raters scoring candidate performance, particularly when the interviewers are well trained and selected for their diversity.
• The process promotes diversity and inclusion as there is the ability to assess many more candidates from a much larger applicant pool, providing more opportunity for those with diverse backgrounds to excel and receive top scores.
• Because there are multiple independent scenarios, the applicant benefits when they have trouble with a particular scenario.  They can recover with the next interviewer and a new mini-interview scenario.
• The system is a huge time saver in interview preparation for HR and operational leaders as there are more than 600 scenarios to select from.  The ProspectHR MMI database covers a wide variety of current and topical issues from diversity and inclusion to leadership challenges.  Scenarios are continuously reviewed, updated and added to. The organization can select the scenarios according to their corporate values as well as the soft skill competencies required of their employees. 
• The system provides a very efficient way to interview a large number of applicants as documented with firefighter (10) and paramedic recruitment (10). Other positive outcomes reported include high quality candidates selected, improved workplace culture, and lower turnover of new hires (11). 
• With a database of scenarios on people skills, soft skills and emotional intelligence, the ProspectHR MMI provides an excellent way to assess leadership character for internal promotion and succession planning processes.  An entire corporate leadership team can be involved in the review of the up and coming talent across their organization through very brief MMI interactions with their high potential employees.  This is an opportunity for high performing employees, who have leadership aspirations, to have face to face time with the most senior members of their organization.  Not only is this process beneficial to engaging and retaining high potential employees, it offers a mechanism to determine which employees have the attributes to make them a worthwhile investment for leadership development. 

To read the full White Paper please visit https://www.prospecthrmmi.com/whitepaper