It pays to know what you are getting yourself into. When hiring a new employee, finding out as much as possible about them before making the job offer will minimise any adverse issues during their tenure in your organisation.

Adding employment assessments into your selection process boosts your due diligence through insight into how your candidate is likely to perform, as well as highlighting their future potential. Any red flags will also be apparent, so you can gauge the level of risk associated with engaging them.

It has become fairly standard in selection processes to review the resume, invite them in for a chat or interview and follow up by calling a couple of referees. If this is you, do not despair! You are among the majority. Let’s examine this process for a moment:

Resume | often developed by template or a ‘resume writing service’, tending to account for any ‘gaps’ between roles, role titles boosted or accountabilities carefully worded to sound like more was accomplished.

Interview | a one off event where the candidate polishes shoes and presents themselves as best as then can during the half hour conversation, some attempt at answering behavioural questions may or may not be what they did themselves, but instead what they contributed to their team.

Referees | people who know and like the candidate, who are willing to ‘put in a good word’, yet it is difficult to get to the crux of any real issues, unless something felt a ‘little off’ during the interview. At worst, referees paint an inaccurate and overly favourable picture of the candidate, delighted at the prospect of offloading a ‘problem’ employee.

Let’s now boost that regular old process with employment assessments.

Employment Assessments | insight into the candidate’s intellectual capacity and behavioural tendencies now enables interview questions to be clearly tailored to investigate work style themes; such as how well they will fit within the team, their levels of resilience, adaptability, leadership potential and anything else you are seeking. Referees can be asked targeted, specific questions for examples in areas of concern. Insight into the candidate’s work style enables smoother on-boarding, development and performance feedback.

Contact us today to book your complimentary one-hour selection process review, where we will show you just how easy and seamlessly employment assessments integrate into your process, with assessment options to suit any budget.

Remember, the cost of replacing a bad hire is far more expensive – but that is a blog post for another day!