The Metiss Group's Blog

Many companies use behavior assessments and skills testing in their selection process.  These crucial instruments assist hiring managers in differentiating among candidates and making the best hire.  However, once the offer is made and the candidate is hired, the assessment results are often filed away and rarely referenced again.

Reviewing the results with the candidate during the on-boarding phase provides them with some personal development guidance. Candidates never score perfectly on their assessments, so understanding where they scored low allows them to address their shortcomings and pursue job-specific learning.  At the very least, the new employee knows their new leader doesn’t expect them to be perfect and intends to provide support in areas that could otherwise be liabilities.

Additionally, the new hire’s direct supervisor can benefit from using the assessment results. The reports can give the supervisor tips for how to motivate and give feedback to the new hire. The results also let the supervisor know when to add support and when to stay out of the way to accelerate the new hire’s performance.

Leaders who empower their new hires and their supervisors with the new hire’s assessment results will experience more success.

This entry was posted on July 21, 2017 at 5:03 pm and is filed under Leadership, Performance Acceleration. You can subscribe via RSS 2.0 feed to this post's comments. You can comment below, or link to this permanent URL from your own site.