Avoiding the One-Dimensional Hiring Process: Part 3

So, you've got a job description, considered alternative types of employees, have a few resumes in hand and are ready to interview...Before you get too far into the interviewing process you should detemine what kinds of attributes the person needs to have to complete the job and/or fit the company culture. A great way to do this is with testing.

3. Using Assessments Effectively
Once you’ve screened resumes, I highly recommend using a basic intelligence test and behavioral assessment to further narrow your field of candidates. Assessments are effective and can be easily taken online through a number of assessment companies. With the intelligence testing, you are looking for basic comprehension and education skills, as matched to the specific job for which you are hiring. Additionally, in some job functions it may be possible to “test” the employee in a key area of their job. Can they perform a task during the interview or bring samples of previous work?

It’s also important to look at what behavioral profile will most closely fulfill the job requirements, as well as your vision of the future of the company. Ask yourself, “If this job could speak, what would it say is needed to be successful?”

For example, I often see businesses who neglect to hire salespeople with profiles matched to the typical role of the sales team. Do they like being on the phone or in contact with prospects? Do they enjoy social interaction—which is exactly what they would be doing in a sales role?

There can be a psychological challenge when using assessments if you have to turn away a number of qualified candidates who just didn’t match your needs. The results you will have in the long-run are worth the wait.