Insights into the forces shaping our industry.
Will the Real John Smith Please Stand Up?
I have had companies ask me about assessment tools and what I think of them. I believe they have some value in evaluating personalities or cultural attributes, but I know of no assessment tests that can predict success in your company.
Think about it. We’ve all known a smart kid in high school that tested poorly on the ACT/SAT. Test anxiety is real, and can discount a quality person. Sometimes, assessments may be misleading and a Skype or in-person meeting needs to be scheduled to truly know and understand a candidate. Assessments are only one data point to evaluate prospective employees. And many people are poor interviewers. As recruiters, we rely on performance assessments…we evaluate their past performance and if they’ve delivered results, predictably in that role; they’re worth meeting.
Hiring is like internet dating. The person looked great online, emails exchanged, talked on the phone and sounded like someone you want to know better. You meet for coffee, and s/he is terrible, and you’re wishing the date was over.
In recruiting, we see similar situations. A candidate’s resume looked great, phone interview was fabulous, and candidate passed assessments with flying colors. Then, the candidate interviews with the company and the person either has no personality or is not culturally fit, or dressed like they were surfing.
Don’t count on one candidate to be perfect, be open to others. Use various tools in your interview process. Meet candidates and see if they are they’re what you’ve have been looking for. Interview quickly, as 2018 is here.
Pati Kelly is a contingent and retained recruiter exclusive to the electrical industry with a specialty in Wire and Cable. To learn more about how she can help your company identify and attract talent, check out her LinkedIn profile or send her an email at firstname.lastname@example.org.