Are Assessments Right for You?

Many hiring managers have had great success in using assessments to determine which candidate would be best for the job, however, some have not been so fortunate.  Hiring assessments can be difficult to use, provide you with false information, and can be costly.  So how can you determine if assessments are right for you?

Here are a few considerations to keep in mind when determining whether to use assessments in your hiring process:

• Some say that behavioral assessments have no real scientific backing, and do not really provide useful information.  However, many hiring managers have used these types of assessments to provide them insight into a candidate’s personality and values.  This type of assessment, when used appropriately, can provide you some valuable, objective information about a candidate, and help you in making your decision.
• Many hiring managers have turned candidates off to the company because of the excessive number of assessments.  Remember, these are not the tell all in your hiring decision.  The assessments you choose must be candidate-friendly, and align with the position they are applying.  For example, you would not give a typing assessment to a mechanic.  Make sure you are selective in the assessments you choose for each candidate.
• Try not to place all of your emphasis on the assessments you give candidates.  Many do not test well, and will become apprehensive when they learn they must take an assessment.  Instead, try to make them fun and less stressful, but still giving you the information you are looking for.

While assessments are not right for every business or every hiring manager, they can sometimes be useful.  Determine whether they will be beneficial for you in your candidate search, and do your research on the best ones to use.  Remember, they are not the end all answer you seek in your hiring, but can provide you some helpful insight to a candidate.

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