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Writer's pictureHarry Lakin

Critical things to Look for in Behavioral Hiring Assessments


What to Look for in Behavioral Hiring Assessments

Tired of sifting through resumes that all sound the same? Wish you had a crystal ball to predict which candidate will truly thrive in your company? Behavioral assessments offer a powerful glimpse beyond the surface, but choosing the right one is crucial.

Here's what savvy companies look for in behavioral hiring assessments, before they invest:


1. Data-Driven Decisions:

Forget gut feelings. Smart companies want proof. Does the assessment actually measure what it claims? Look for evidence of validity (does it measure the right traits?) and reliability (are results consistent?). Demand data that shows a clear link between assessment scores and on-the-job success.


2. Legal and Ethical Integrity:

Don't let a promising assessment land you in legal hot water. Ensure it complies with all relevant regulations (like EEOC guidelines) and prioritizes candidate data privacy. Ask about data security measures and how candidate information is used and stored.


3. Predictive Power:

The holy grail of hiring? Predicting future performance. Don't settle for vague promises. Ask for specific examples of how the assessment predicts key outcomes like employee retention, job satisfaction, and even leadership potential. Can it pinpoint top performers or identify potential red flags?


4. Seamless Integration:

Imagine a smooth, efficient hiring process where your assessment seamlessly integrates with your existing ATS and HR tools. Ask about API integrations, reporting features, and how the assessment streamlines your workflow.


5. Beyond the Price Tag:

Yes, cost matters. But smart companies focus on value. Will the assessment reduce costly turnover? Improve team performance? Lead to better hiring decisions? Demand a clear ROI analysis and explore potential long-term benefits.


6. Candidate-Centric Approach:

Your candidates are your future workforce. Make a good impression with an assessment that's user-friendly, engaging, and even provides valuable insights to the candidate. A positive experience reflects well on your employer brand.


7. Support That Matters:

Don't get stuck with a complex tool and no guidance. Inquire about the support and training offered by the assessment provider. Do they offer onboarding assistance, ongoing support, and resources to help you maximize the assessment's value?

8. Tailored to Your Needs:


One size rarely fits all. Seek an assessment that can be customized to your unique job roles, company culture, and specific requirements. Flexibility is key to getting the most out of your investment.


9. Show, Don't Just Tell:

Don't just take their word for it. Demand real-world examples. Ask for case studies, testimonials, and data demonstrating the assessment's effectiveness in similar organizations. Seeing is believing.


It's no coincidence that more than 80% of Fortune 500 companies use some sort of behavioral assessment test during the hiring process. Investing in the right behavioral assessment is an investment in your company's future. By asking the right questions and demanding clear answers, you can make a data-driven decision that transforms your hiring process and builds a winning team.





Harry Lakin, Hire Capaity
www.hirecapacity.com


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