In step 3, understanding what the job looks like is a critical step to achieving great hiring results. Once the critical competencies are understood, the hiring team can then determine which predictive assessments are best for evaluating those critical competencies for each job family. For example, if multi-tasking is an important competency, a simulation may offer a better candidate evaluation than a structured interview. A personality assessment, however, would likely provide a better evaluation than would a simulation product when attempting to determine candidate fit with the organizational or team culture, the supervisor, or interest and motivation for performing the work and staying on the job.
In general, using a combination of assessments creates a more thorough and balanced evaluation of the job candidate and typically results in a more predictive solution.
In earlier postings, we discussed:
In our next post, we will discuss Step 5, Link the right predictive assessments for job candidate evaluation.
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Talent Selection Ideas
Jeff Furst's passion is helping leading organizations with the intelligence needed to identify a quality hire through the talent selection process.
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