Have you ever hired the wrong person? If you could identify the characteristics for success in a position in advance, would you make the commitment? What if you had access to an assessment process that can compare “success” characteristics across multiple candidates, would this make it easier to hire?
Many companies approach their hiring process the same way. They cast a job description out and receive resumes from recruiters, employment sites, or their own career site. As the hiring manager, you then need to filter through the list of resumes to find the perfect candidates for the role. Even after interviewing, you still may not know if the candidate will be a long term fit for the organization.
How Can We Change
One of the questions above was “If you could identify characteristics for success in advance, would you make the commitment to change?” There are now different assessments that can be used as part of the hiring process for this very purpose. Let’s discuss the 3 key steps in implementing this new process:
- Create a Job Profile report
- Ask candidates to complete a Communications and Driving Forces Profile assessment
- Review Job Talent Comparison report
Job Profile Report
For each key position in your company, consider creating a Job Profile report. This report will assess your perception of the 12 Key Driving Forces for the subject position. This could include characteristics such as resourcefulness, collaboration, and need for structure. The report also emphasizes the 12 Key Behavioral characteristics such as competitiveness, customer relations, and tendency to follow-up/follow-through.
These 24 characteristics are assessed on a scale of 0-100 through an online profile process. A report is generated that includes suggested interview questions for the position. These questions will highlight the key characteristics as defined in the job profile.
Candidate’s Communication Profile and Driving Forces
The next step in the process is to ask candidates to complete a Communication Profile and Driving Forces assessment. This is an online questionnaire that will project the communication and behavioral characteristics of each candidate. The profile is comprehensive and informative to both the candidate and the hiring manager. Suggestions are provided in the report on how the candidate can best communicate using his/her strengths. This one report alone can be responsible for improved interaction between employee, internal colleagues, and external relationships.
Job Talent Comparison Report
The last step in the process is for you as the hiring manager to review the Job Talent Comparison report. This report can assess up to 5 candidates at any one time. Each of the candidates is compared to the ideal 12 Driving Forces and the ideal 12 Behavioral characteristics for the subject position. This report provides a visual objective comparison between candidates. You will see which candidate(s) fits the ideal role. If the process is done correctly, this should also help confirm your ideal candidate from the face-to-face interview. Even if questions arise, you now have additional data for which to make an informed decision.
Using online Job Profile assessments as part of the process provides additional confirmatory data that will help prevent hiring the wrong person for a given role. Does this process eliminate a face-to-face interview? No, the assessments provide that extra level of security that you are creating the best match between the candidate and the role. You will still need to make your own hiring decision. However, with this process, you will now have a new tool that can help make the candidate’s transition within your organization easier.
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Garrett Grega is a FocalPoint Certified Executive Coach with FocalPoint Business Coaching in Branchburg, New Jersey, where he specializes in reconnecting executives, business owners, and managers with their business passions! Garrett has his own passion for transforming high potential employees into perennial all-stars. He has 20+ years helping international companies launch new products and processes. He previously spent 8 years launching LED lighting products for various lighting companies. His professional experience includes: strategic planning, business development, marketing, and product development. He can be reached at firstname.lastname@example.org. See more at https://garrettgrega.focalpointcoaching.com/.