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Using Assessment to Hire Effectively

Employee hiring and selection can be quite a dicey and a luck-driven process if you are just depending on the good old process of personal interviews to check out a fit between the person and the position. It has been estimated that the predictability of interviews is as low as 5-10 %. It means that if you select a suitable employee just through interviews, it is merely a mater of good fortune and has very little to do with your prowess at objectively and correctly evaluating a suitable candidate. There is actually much more to effective employee selection than just conducting an interview.

Assessment techniques have been analyzed and proved to have much greater validity in terms of predictability in employee selection and recruitment. You have to realize that making mistakes in recruitment can prove to be extremely costly and by the time you even get down to correcting the mistake, you would have lost much in terms of training and other costs, not to mention the adverse impact that such a hire could have on the team and the organization’s goal achievement schedules. It is thus always better to spend a little more time and effort in accurately assessing a candidate’s suitability, rather than hurrying up the recruitment process and lamenting somewhere down the line, when it is too late and impossible to put the clock back.

Effective assessment techniques are extremely thorough and delve deep into various aspects of a candidate’s personality, technical knowledge and prowess as well as key skills and sundry weaknesses, which enable a scientific match between the kind or person you need and the demands of the position. Assessing the person - job fit is just not something that can be reliably done in half an hour of interviews by a panel. Take for instance a person who has the right academic background and has worked with a renowned firm, whom you are evaluating for a sales leader job. Now, everything else being fine, if your assessment tool consistently indicates that the person has a violent temper and a sharp tongue, you would do well to drop his/her candidature for the job that deals primarily with achieving results through a team. If you had just relied on an interview, you would have perhaps allowed the person being hired as such traits may not get revealed in an interaction that lasts only a few minutes.

Using assessment tools that are scientifically designed and validated for your unique needs is indeed one of the best ways to hire effectively.

Comments Listing
Posted: 07/09/2011 23:17:23

Hey There. I found your blog using google. This is a very well written article. I make sure to bookmark it and return to read more of your useful information. Thanks for the post. I will definitely comeback.

Posted: 16/07/2011 11:42:36

This atricle keeps it real, no doubt.

Posted: 01/01/2011 02:25:55

interesting article

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