![]() Decide when in your hiring process to use them – I suggest using them after round two in the candidate short-listing process.Pick one or two – I like one better for hiring and one better for setting up working teams or promotions.Try a couple – There is a sea of assessments, and new ones or upgraded versions appear all the time.Here are 4 tips for using behavioral assessments: Not only are these tools powerful during the hiring process, they can also be used for promotion and team building. I also learned how the survey tools compared to each other, and importantly, the best assessment survey for specific purposes. You could say I love behavior assessment surveys. I’ve taken and paid for EIGHT of them. Personally I learned a lot about myself taking all those surveys. Deeper Insight and Understanding with Behavioral Assessment Surveys Most business owners would agree that their people are their most valuable asset. Yet so many pass up or ineffectively use one of the most powerful hiring tools: Behavioral Assessment Surveys. One aspect I help my clients with is developing a robust hiring process. If you’re still conducting traditional conference room-bound interviews, you (and prospective employees) are missing out. (See my previous article Hiring a Great Employee Starts with a Robust Hiring Process.) Additionally, I often help them institute an on-boarding process which can have so many more benefits than just the obvious ones. (See my previous article Onboarding a New Team Member Effectively Makes Good “Cents”) Creating Thoughtful Hiring and On-Boarding Processes The thing is, talent selection is a complex process. And for small businesses and organizations, hiring doesn’t happen often enough for teams to get great at it. But I was determined to create a system to save our firm from unwanted consequences-and so I did. Just like that-one poor decision created a ripple effect throughout the entire organization. Lost opportunities while dealing with bad hiring mistakesįurthermore, bad hires become unengaged employees who stay too long and disturb the high achievers.The consequences of a poor hiring decision include: Over the last 30+ years, I’ve hired dozens of employees. I learned that especially for small to mid-sized organizations, each individual hired has a great impact on the success of the organization. This became very apparent when I served on the hiring committee of my 20-person firm. When we got it wrong, the entire firm suffered. Have you experienced the pain of a poor hiring decision? I know I have.
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