Interview and select for critical soft skills with the proven MMI.
Recruiting and hiring the right person is one of the most difficult and important tasks an organization undertakes. Candidates who possess the critical soft skills can improve the performance and culture of your organization and profession. Those who don’t, will do the opposite.
It’s because the stakes are so high that managers and admissions committees from around the world trust ProspectHR MMI when it's time to add employees, select leaders or add a new cohort of students. Our proven, simple, turnkey multiple mini interview (MMI) system gives them everything they need to uncover essential soft skills and feel confident in their selections.
We've worked with 75+ organizations including:
Our Stengths
Why choose ProspectHR MMI
We're the proven MMI
Institutions around the world have proven that our MMI is an efficient and effective way to test for critical soft skills.
We're turnkey
With ProspectHR MMI everything is pre-built for you including 600+ pre-written interview scenarios created by experts.
We're here for you
Our highly skilled, Canadian support team makes it seamless and straightforward to plan and implement MMI or vMMI.
We're game changers
Our MMI helps you change the world for the better, one recruit,
one profession and one
leader at a time.
“The seven stations we picked from the ProspectHR MMI stations did an excellent job separating the top performers versus the low performers. Their CCO, Jack Rosenfeld, one of the creators of the MMI, even worked closely with our program to individualize and create a custom station that fit our needs. We are thankful for this company for easing our burden during admissions season and helping us select incredibly qualified applicants!”
Academic Director/Assistant Professor
Sydney N. Kutter, Pharm.D., BCPS
Master of Science in Physician Assistant Program
Mayborn College of Health Sciences
University of Mary Hardin-Baylor
Trends & Insights
City of Rochester, MN Fire Services uses the ProspectHR MMI for Internal Promotional Process Recruitment. A Q+A on their experience.
Each month we get in touch with one of our Board members to discuss their personal history with the MMI and ProspectHR. This month we had a conversation with Glen Norton, CPA, CMA, MBA and Chairman of the Board. Glen, when and how did you first hear of an MMI? What year was that and where were you working? In 2007, after many years in the commercial banking sector, I launched my own management consulting business. During this time, I was approached by the Director of the McMaster Industry Liaison Office and hired to conduct a commercialization feasibility study on a method developed by the Medical School at McMaster University. This method, known as the Multiple Mini Interview (MMI) was designed to assess candidates for admission into the university’s prestigious medical program. My research, which included focus groups with universities, government agencies, and private corporations, confirmed that the MMI was both unique and highly marketable. As a result, I was invited to co-found a company to bring the technology to the global market. What did you think about the idea of an MMI when it was first explained to you? I was intrigued with the idea, but was skeptical because it was not like anything I had ever encountered in my own career. Why was the MMI important to pursue from a large scale POV and why was it important to you personally? One of the key reasons I believed it was important to bring this new technology to the world was its potential to improve recruitment decisions, resulting in stronger graduates and more effective hiring in private companies. As a former banker, I also saw the significant cost-saving benefits it could offer to clients, which further reinforced its value. What were you hoping to change when you were part of creating the MMI? I was hoping that the MMI was a way to provide some objective basis for recruitment/hiring which is usually a very subjective decision. And it was. What problem did the creation and growth of the MMI solve? The MMI helps reduce the number of bad hires (and poor admissions). This is good for the organizations AND the individual. When did the idea of forming a company emerge? How did ProspectHR MMI come about? As soon as I submitted my favorable commercialization report I was asked to assist in the formation of the company and to take an ownership stake, along with two of the co-creators and the McMaster Industry Liaison Office. Was there a time when you thought, "this is going to work!"... Please share that experience. Due to the fairly exhaustive commercialization study, I was convinced it would work before we even had our first customer. It helped of course that several other Canadian medical schools were already doing their own research and were duplicating the McMaster University results. W hat are some of the most exciting moments in the development/growth of the MMI for you? One of the most exciting moments was when we were asked to set up a pilot program for the government of one of the former Soviet Union countries. We had to send several people overseas to demonstrate and have numerous stations translated into Russian. That country ultimately decided not to go with our solution but it was an exciting time and opened our eyes to the potential of the international market. What was your motivation for staying involved with the MMI and ultimately, ProspectHR MMI? I have remained actively involved with the company as both Board Chair and CFO, driven by my passion for entrepreneurship and my continued belief in our product. I enjoy contributing new ideas, especially for stations tailored to the government and corporate sectors. Our database has now expanded to include over 700 interview stations. Were there any obstacles in the development and growth of the MMI that really stand out to you? Obstacles that needed to be hurdled to move forward? The biggest obstacle to growth has been convincing university admission offices and corporate HR departments that the way they have recruited or assessed candidates in the past is not the best way to identify and test for essential soft skills.
When asked when he discovered the MMI, Jack Rosenfeld, PhD, Co-Founder and Chief Operations Officer replied, “I didn’t hear about the MMI, I was one of the co- creators!” That response deserved more than a passing sentence in an article about the History of the MMI. Below is the personal memory and insight of Jack Rosenfeld, one of the founding fathers of the MMI we know and trust today. Jack: “In the late 1990s, McMaster University graduates were performing poorly on the medical licensing exam. At the time selection was by a 3 person panel interview and our students were not performing well.The admission committee, wanting to solve the problem, asked the evaluation committee on which I served to look into the situation and offer solutions. At this point in my career I was running the OSCE. OSCE stands for “Observed Structured Clinical Examination.” OSCEs are very helpful in medical education because they allow a student to practice and demonstrate clinical skills in a standardized medical scenario. ‘ The OSCE has the same structure as the MMI but the stations are medical. At a meeting of the evaluation committee it was suggested that we consider using the OSCE for admission. The idea was originally dismissed on the basis of cost and at the time, dropped. During this time I was still thinking about how the OSCE could be used for admission. The timing couldn’t have been better. The weekend of evaluations was fast approaching. I took the time to calculate the time and cost factor of using the OSCE structure and came to the conclusion that the cost was in favour of the MMI and I sent my analysis to the committee for review. The chair of that committee, Professor Geoff Norman responded “By crikey, I like it” and the MMI was on its way. The concept and idea gained traction quickly. The Evaluation Committee had the expertise to ensure the scientific and scholarship criteria were met at the highest standards. The necessary University committees made it a priority and gave us freedom to plan and run trials. These succeeded because there was a first class team that ran the OSCE’s for many years. That made getting the first studies up and running streamlined, in this case just a single phone call got the planning and logistics rolling ” Thank you to Jack for sharing his memories and insights into the beginnings of the MMI. To find out more about the history of the MMI visit: https://www.prospecthrmmi.com/the-story-behind-prospecthr-mmi
