Methodology
PRISM. Precision Review & Integrated Scoring Model.
Synova's proprietary framework for evaluating candidates against the specific demands of a role, not a generic set of competencies. It replaces gut-feel comparisons with a shared, evidence-based structure every stakeholder can see and trust, while keeping the final call exactly where it belongs: with people.
How it works
Four steps, one standard.
Define the ten critical success elements.
Ten criteria that actually drive success in the role, drawn directly from the position specification, each with defined evidence: résumé, interview notes, career progression, references.
Prioritize with your hiring team.
Your stakeholders rank each criterion 1-2-3 before interviews begin, so the score reflects what this role actually needs, not a template.
Assess from every angle.
Candidate self-assessment, hiring authority, interview team, Synova consultant and references all score independently against the same ten criteria, surfacing agreement and disagreement before an offer is ever made.
Generate the PRISM score.
Priority-weighted scoring produces a ranked, side-by-side comparison, and a clear record of why each candidate landed where they did.
Data illuminates. People decide.PRISM does not pick the candidate. It gives the people who do a common, defensible basis for the decision. Like a prism refracts light into its component colors, it breaks candidate potential into its component strengths.
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