You’ve crafted the perfect job description and encouraged employees to provide referrals. You review résumés with a fine-toothed comb, and when you interview, you’re careful to gather as much information as possible.
You’ve done everything you can to find the perfect candidate — which is why it can be so disappointing when a seemingly ideal hire just isn’t clicking with their new position. Over time, this employee may leave or become disengaged, but either way, the damage is done.
The candidate was perfect on paper and polished during their interviews. What happened, and is there any way to avoid this?
The answer: you probably didn’t use assessment tools during the hiring process.
Profile Assessments: Your New Not-So-Secret Weapon
While there are right and wrong ways to use profile assessments, they’re an invaluable hiring tool if you use them correctly and legally. But let’s get one thing out of the way: Notice that we say “assessment” and not “test.” There’s a big difference between a test (which one can pass or fail) and an assessment (which exists to provide information).
A high-quality assessment test with a long history can help you look beyond a candidate’s surface qualities and get a sense of their daily patterns of behavior. This is especially helpful because many applicants know how to put on a good “dog and pony show” for their interview.
Not to mention that when you have a staffing need, everything in your body is working against you! You needed this person “yesterday” and every neuron in your brain is firing off signals urging you to like this person. After all, hiring them would solve your problem.
However, profile assessments should never be your sole decision-maker. Look at them as just another tool to help you create your best possible team.
How Assessments Can Help
No matter which tool you use, understand that this is not about judging a candidate’s personality or habits. Instead, you’re gathering additional information to help you decide whether their strengths and weaknesses will allow them to succeed in the role they are applying for.
For example, would you prefer someone more independent or someone who’s more team-oriented? These two qualities are not mutually exclusive, but most of us tend to display traits in one area more than the other
When to Assess
Performing assessments can be time-consuming and costly, depending on how you choose to administer these assessments and whether you’d like an in-depth, expert analysis. In fact, some industries are having every candidate take them.
But for a small business, it’s almost certainly best to save your profile assessments until the end of the recruitment process when you’re evaluating your top two or three candidates.
And remember: These results don’t need to determine your decision. This applicant may still be a great fit for a position even if they’re not exactly what you expected. However, with this new knowledge, you’ll be able to manage them more efficiently.
In virtually every field, finding the right candidate is about much more than someone’s on-paper licenses and certifications. It’s not just what they have on their résumé or what they say in the interview. Every organization has distinct needs and goals, and you owe it to your customers (and the rest of your team) to make sure all new hires are a good fit for the job.
The fastest route to a great working experience is to develop a highly engaged team. And it all starts with the hiring process.
There are qualities that you can’t list on a resume and traits that you can’t demonstrate during a standard interview process. Consider assessment profiles another tool in your hiring arsenal.