what we do

The Judge Group is a leader in providing technology, talent and learning solutions. We have a deep pool of talent to meet the most unique needs, we leverage cutting edge technologies to help streamline businesses and have the expertise to provide learning solutions to drive companies forward. We are dedicated to our clients and working to ensure their success. It is built into our core values and the way we do business. Our technology solutions make our clients more competitive, our talent solutions meet our clients’ staffing needs while furthering the career paths of our candidates, and our learning solutions enhance the performance of our clients’ workforces.

The Judge Group’s clients are emerging, mid-size and Fortune 100 companies, including global pharmaceutical manufacturers based in Chicago, high performance mutual funds in New York, and the most innovative technology companies in Silicon Valley. Our areas of expertise span across healthcare and information technology to supply chain and manufacturing. Our professionals work across a wide variety of industries from financial services and biopharma to energy and government. Judge understands what it takes to grow a business and tailors solutions to meet the specialized needs of each client.

Recruiting Methodology

Judge’s recruiting methodology has been developed over 48 years of experience in the staffing industry. We leverage experience, relationships, and cutting-edge technology to meet our clients’ staffing needs. Our proprietary ATS utilizes leading A.I. and machine learning to match candidates to job requirements and skills, while our team of experienced recruiters tap into the network for hard to find talent. Below are the six steps of Judge’s recruiting methodology.

Step 1:
Goals Discussion: Judge values the importance of learning our clients business, goals, corporate culture, and specific personnel / skill requirements. Upon acquiring this knowledge, a customized recruitment plan and brand statement is designed to address each one of our client’s unique needs. A candidate submission built according to the project timeline, budgetary requirements, and hiring process is then agreed upon.

Step 2:
Targeted Searches: Judge’s industry-leading team of recruiters (over 250 nationwide) performs targeted searches for top talent in several ways: (1) through the use of our proprietary database containing more than 4,000,000 candidates, (2) via strategic social media networks, (3) by attending local in-person topic-based network gatherings, (4) by advertising classified job descriptions across all leading career boards, (5) by fostering candidate talent pipeline development among our recruiters, and (6) by eliciting industry-specific referrals from our vast contractor workforce.

Step 3:
Candidate Screenings: Judge’s recruitment experts rigorously screen all potential candidates, conducting detailed face-to-face, skype or phone interviews, technical assessments and at least two reference checks with previous managers that can validate a candidate’s competency and experience with desired skills. Our technical assessments are conducted by our salaried team of technical experts who work on the consulting (project-based) side of our business. Each assessment is tailored to the skill set of the candidate and is conducted in a manner that assesses the candidate’s technical proficiency, skill level and soft skills for the specific position for which they are being considered. A technical evaluation report is then drawn up summarizing the assessor’s evaluation and is available to review by our clients, upon request. If our in-house team is not skilled in a particular technology pertinent to the position, Judge utilizes one of our online testing partners, ProveIt.com or Derrico Computers, to provide the technical assessments. Reports of these evaluative efforts are also available to review by our clients, upon request, or they can be attached alongside of a resume submission.

Step 4:
Candidate Selection and Submissions: When Judge has qualified candidates worthy of submission, our clients receive a comprehensive candidate overview, including a current resume, a skills / requirements match summary, contractual rate or salary expectations, and candidate availability. The assigned Judge account executive works with our client’s hiring team to schedule candidate interviews and solicit post-interview feedback from both parties.

Step 5:
Offers and Onboarding: When our clients feel they have found the right person for the job, the Judge account executive works with the hiring manager to present an offer to the candidate and confirm start dates. Judge then provides full onboarding services to include complete background checks and drug screens, as requested. The background and drug screening firm we use is Applicant Insight, however Judge has the flexibility to use any firm that our clients desire. After Judge’s onboarding process is complete, the Judge account executive walks the new team member in on his or her first day.

Step 6:
Performance and Relationship Management: Providing qualified and engaged professionals is critical to success. At Judge we believe in constant communication and we administer consultant performance evaluations after 30 days on assignment, and again bi-annually. This regular feedback and collaboration with our clients and consultants ensures the fit of consultants over time, assists with recognition programs, and increases retention & project completion.

Learning Methodology

Judge Learning using a variety of standard learning methodologies, including the ADDIE model and Bloom’s Taxonomy, to create the best learning solutions for our clients.

Instructional Design is the systematic development of instructional specifications using learning and instructional theory to ensure high-quality instructional experiences. It is the entire process of the analysis of learning needs and the development of a delivery system to meet those needs. It includes the design of instructional goals, materials and activities, and continuous tryout and evaluation of all instruction and learner activities.

Judge Learning Solutions typically employs standard instructional design methodologies for all of our projects. Below are two of the more common approaches employed by Judge Learning Solutions.

ADDIE Model

The ADDIE Model forms the basic backbone of any instructional design process.

  • Analysis – The Analysis phase involves understanding the business problem, the program mandate, the learners, and the overall learning outcome(s).
  • Design – In the Design phase, the overall solution to the business problem and the design of the end courseware / solution is crafted. This involves extensive coordination between the customer, project manager and the design team.
  • Development – The Development phase involves the actual conversion of the design to the courseware that is to form the solution of the problem by meeting the learning outcomes.
  • Implementation – The Implementation phase involves the actual deployment and use of the final course by learners.
  • Evaluation – The Evaluation phase involves a summative evaluation of the courseware. This is normally communicated in the form of customer feedback.

Bloom's Taxonomy

Bloom's Taxonomy is a theoretical framework for learning. The actual creation of eLearning courseware is based off such frameworks, popularly applied in instructional design.

  • Remembering – Recalling information
  • Understanding – Explaining ideas or concepts, creative thinking
  • Applying – Using information in other familiar situations, critical thinking
  • Analyzing – Breaking down information
  • Evaluating – Justifying a decision or course of action
  • Creating – Generating new ideas, products, or ways of viewing things

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