Spring Cleaning Your Hiring Process

Spring Cleaning Your Hiring Process

The forecast is showing day after day of rain and all I can think is it’s time for spring cleaning! Now I’m not here to give you tips on how to clean your garage or closet, I’m talking more along the lines of your interview process and assessment tools. I have been in the staffing business for five years now, and when I started I rarely had a client who required the completion of an assessment as part of the interview process. Five years later it’s the complete opposite. I rarely find a client who isn’t using some sort of assessment tool.

Assessment tools are great and they do have a purpose in the business world. When was the last time you reset the expectation of your assessment or cleaned it up if you will? If it was more than five years ago, it’s way overdo. When was the last time you took your management staff who is making the hiring decisions through the assessment process and explained what you are measuring and why you implemented the assessment tool in the first place? The market has changed, the candidate pool has changed, and you no longer have the option to be as selective as you were during the recession.

When it comes to assessments and utilizing the scores to determine whether to meet with a candidate in person, my recommendation would be not to do that. There are way too many variables to take into account when you are looking to hire someone. Now if you want to measure their ability to take a test then be my guest to utilize that assessment as a pass/fail. If you are looking for a human being to interact with your customers, think, and actually become a valuable member of your organization, then you need to consider some other qualifiers when selecting the right candidate for your team.

The only way to truly know if a candidate is the right fit is by spending the 20-30 minutes it takes to interview them. I know what you’re thinking. I don’t have time to interview every candidate I like on paper. That’s the reason I implemented this assessment in the first place and established the benchmark. That’s one of the many reasons you should look at a partnership with me. I will handle all of this on the front-end for you, meet with them, and offer you a recommendation on those candidates who are worth pushing through the process no matter the score on the assessment. The tool/assessment should be used to assist you with the types of interview questions you want to ask during the face-to-face or phone interview part of the process. The tool is there to uncover some potential underlying issues that you should explore further. There had to be something about the candidate on the front-end that you liked and that’s the reason you sent them your assessment in the first place. Now what has changed? What’s the difference in the candidate you liked yesterday? Absolutely nothing other than they don’t have the score on your assessment that you are ideally looking for.

When I put it in those terms doesn’t it seem a little odd to make decisions through an assessment tool? I’m sure some of you are utilizing your assessments and tools in that exact way, but for those of you who aren’t, this is just a reminder. As I mentioned, assessment tools have a purpose in the hiring process, and it’s easy to fall into the hole of utilizing them to weed out candidates. I’m just advising you that with unemployment in Nebraska being at 2.7 percent you don’t have the ability to rule candidates out for not meeting your ideal assessment score. You need to look at your process differently today and clean it up if you will.

If you need some advice or recommendations on how to utilize your current assessment tool or some suggestions on which assessment tools to use, give me a call. As always I’m more than happy to help.

Spring Cleaning Your Hiring ProcessEric Beck
Eric joined Celebrity Staff in 2012 and currently serves as a Sales Manager for the Omaha team. Prior to joining Celebrity Staff, Eric was a marketing executive for four years specifically focusing on the B2B market. As a Sales Manager, Eric concentrates on coaching and mentoring a team of Account Managers. Outside of the office, Eric enjoys spending time with his wife Reagan, daughter Adelynn, and son Gannon. When he isn’t spending time with his family he enjoys attending sporting events, playing softball, and boating.

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