We work with clients to hire for many different positions — from C-Level leadership all the way to production staff.
One of our assessments, commonly used for hourly positions, measures basic things like productivity, ability to get along with others, and likelihood of turnover. The assessment takes only 10 minutes to complete.
Our client had a candidate come in and apply for an hourly position. After they filled out the application, the candidate was asked to take the assessment, and then wait in the lobby. The results came through to the hiring manager immediately. The candidate scored a 1 out of 10 in the “getting along with others” category. The hiring manager invited the candidate back to ‘wrap up’ the process. When it was explained that they reviewed the application and felt that this role was not a good fit, the candidate literally lunged across the desk in anger at the hiring manager.
The hiring manager called us after the interview was over and expressed great relief at being able to predict this type of outcome before it was too late.
3 Responses
Well, that goes to show you, doesn’t it! I have used assessment tools for years in hiring. Part of the process I followed was to provide the candidate with the feedback from the assessment and have them comment if they agree, or disagree with the results. You get really interesting feedback from candidates that way. Most of the time, people were amazed and agreed 100% with what the summary said. There was one profile that was particularly interesting. It basically said that the person could get “very aggressive” when challenged. Almost every time a candidate with that profile read that — they would disagree very aggressively. Of course proving the point.
Were any of you readers given an assessment when hired? What did you think?
Posted on June 10th, 2009 at 11:45 am
My first introduction to pre-employment assessments was as a candidate. I was absolutely amazed at how accurate it was! It was quite fascinating. In fact, once I landed the job, I had my husband take the same assessment. I remember it was an eye opener for both of us — ohhhh, so that’s why you are the way you are… your not being ….. it’s just how you are wired. And ohhhh, that’s why you do what you do the way you do it. Uh huh. It’s all so much clearer now. But that’s not at work — just a side note. We both agreed 100% with what the other person’s assessment said.
How about you? Have you had a similar or different experience?
Posted on June 11th, 2009 at 7:54 am
I use assessments quite frequently in my executive coaching practice. It is a great way to hold up the mirror in front of my clients and allowing them to safely get feedback about how they come across to and impact others. I often use DISC and really like the fact that it is so simple, yet very powerful and is behaviorally based. Changing behaviors is totally within the control of the client( as opposed to “personality profiles” and assessments that focus on how we were born….)
Posted on June 17th, 2009 at 5:05 pm
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