Should We Use Assessments In Our Hiring Process?
Q. Our company is considering using personality or behavioral testing prior to hiring people. What has been your experience using these?
I’m a strong believer is using some sort of assessment prior to hiring someone, especially for key employees. These assessments can add a lot of valuable insight about the candidate. Not all assessments measure the same thing, so it is important to know what it is you want to assess. There are general assessments, ones specific to functional area such as sales, ones that measure intelligence, many assess a person’s communications style, and still others target specific aspects of the candidate’s personality and behaviors. So selecting the right assessment for what you want to measure is critical.
It is also important to have enough peer level people take the same assessment to use as a benchmark. An assessment that shows how the candidate stacks up against the others is very useful information. Over time the assessment will reveal the traits of those hires that are successful and those that didn’t work out. Identifying the traits of both is important when assessing the candidate.
To download the free chapter on Conducting an Effective Phone Interview from our book “This Is NOT The Position I Accepted” CLICK HERE and then click on the Free Search Resources link.
How effective is your job search? If you are not sure, download our free 8 Matrix Job Search Self-Assessment Scorecard. CLICK HERE and then click on the Free Search Resources link.
I welcome your thoughts and comments.
Brad Remillard
Tags: Behavioral interviewing, Interviewing
Interviewing | bradremillard November 27, 2012
About the Author
Brad Remillard is a founding Partner of IMPACT Hiring Solutions, co-author of "You're NOT the Person I Hired", and "This is NOT the Position I Accepted". Brad is an award-winning international speaker, retained executive recruiter, and expert on hiring and retaining top talent, and executive job search.
