Use Multiple Assessment Instruments When Evaluating Candidates

Most economists expect there to be much more hiring in 2010 – we certainly have seen an increase with our clients.  Assessment instruments have become more common for hiring managers evaluating new hire candidates.  We recommend hiring managers use multiple assessments to evaluate more than one dimension of a candidate’s skill set.

Whether you are using assessments focusing on behavioral styles (Myesr-Briggs, DISC), personal skills (Hartman Value Profile, DNA), or critical thinking (Watson-Glaser, Ravens) it is important to evaluate more than one aspect of a candidate’s work skill set.  We all have multiple sets of skills and rely on different skill sets for different aspects of our job.

Hiring managers should try to assess as many of these skill sets as possible and not rely on just one assessment type.  Hiring managers also should be cautious that no assessment should be the go/no go factor of the selection process, rather indicators of where to probe more fully in interviews and reference checks.

Empower your hiring managers with multiple assessment tools in evaluating their new hires and you’ll experience better hires and less turnover.

Explore posts in the same categories: Selection

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