One of the groups that stand to benefit the most from utilizing assessments in their hiring strategy is HR professionals. Adding employee assessments to your network of HR assessment tools will transform your hiring process, eliminate bad hires, and help your organization thrive.
What is a good hiring process for HR?
If your HR department wants to stay competitive, organized, and efficient, you need to create a solid hiring process. This process of assessing candidates using HR assessment tools should be used consistently, thoroughly documented, and continuously improved as time goes on. Here’s a great basic overview of the hiring process.
Identify the Need and Create an Ideal Candidate
Make sure you understand both the responsibilities and the behavioral requirements of the role you need to fill. What value does this position bring to the organization overall? What department will this job work under? How does this job change the dynamic of your existing team?
Ask yourself the essential questions and clearly define the answers you’re looking for. The ideal candidate might not exist down to every detail, but creating a candidate profile or job benchmark is your key to finding the right fit. Job benchmarking is the process of using HR assessment tools to generate the behavioral profile, skill set, motivations, and more of your ideal candidate. This then allows you to measure each applicant assessment against this benchmark to find the best candidate.
Create a Clear Job Description
Now that you’ve gathered the necessary information, now it’s time to start your search. Get off on the right foot by creating a clear job description.
Requirements for the applicants, responsibilities of the role, and the day-to-day journey as well as the big picture are great places to start while crafting a job description. HR professionals need to nail down the perfect description, so spend the time you need to do so.
A great thing to include in a job description is information about the company that goes past a bio. A job listing is likely to be the first impression of your organization that candidates see, and you want to impress them.
Share about your organization’s values, the company culture, and any perks you might offer to entice top talent. Make sure to link to your website and social media accounts as well; you can expect top candidates to put in work and do their own research.
Clearly communicating established values also helps you attract employees with the same vision and goals. By using behavioral assessments, you can see exactly what those values look like on paper and in action.
Harness the Power of Social Media
Speaking of social media, it’s now a crucial part of the job interview process. Use a social media screening tool to find your candidates online and analyze what they’re posting to their profiles on sites like Facebook, Instagram, Twitter, and LinkedIn. A screening tool will help you uncover any red flags, while staying compliant around protected information like race, religion, and age.
This is important, especially if they have a public profile; if you hire them, they will, directly and indirectly, represent your business across the internet. We’ve all seen social media mishaps and people losing their jobs over content shared online, so take precautions before that can happen and do your homework.
In the same vein, make sure that your social media presence as a company is active, engaging, and accurate. Companies with defunct social presences are a red flag for candidates; if the last activity on your employer’s page is a tweet from 2016, it indicates to potential employees that the organization is disorganized.
Select Candidates and Conduct Interviews
After you’ve learned about your pool of candidates, it’s time to select those you’d like to move forward with. Conduct an initial interview over the phone to get a sense of who your candidate is and how much they truly want the job. They should be engaged, confident, and interested in learning more about the company. You know what they’ve achieved in their past positions, according to their resumes— now it’s time to learn more about who they are.
After your initial phone interview or interviews, it’s time to move to the next step of the talent acquisition strategy: using HR assessment tools.
Use HR Assessment Tools to Find the Right Hire
Your next step is to utilize assessments to learn more about your candidates. Depending on the type of assessment used, these tools can reveal the behaviors, motivations, emotional intelligence, skills, and thought patterns of your candidates. We’ll dive more into exactly which assessments to use later.
Depending on the results of the assessments, you should have at least one more in-person interview before making a hiring decision. This will allow your team to ask questions, see the candidate’s behavior in action, and work to understand areas of potential conflict or confusion.
For example, it’s not uncommon to utilize benchmarks as long as they are useful in the process, but don’t let them decide for you. Sometimes, a candidate will blow you out of the water but won’t match the benchmark in certain ways.
This doesn’t mean that the candidate won’t do excellent work for your organization; it just means they might approach that work in different ways than you initially envisioned for the role. Keep an open mind and meet again in person to figure out the answers to those questions before making a decision.
Conduct Background Checks
A less glamorous but still crucial part of the talent acquisition process is to run background checks on your pool of potential employees. If needed, follow up with references to learn more about each applicant, and verify their education experience and former employment. This is to cover your organization legally.
Make a Decision
This is the exciting part! It’s time to offer your candidate of choice the job! Remember, the information you learned about them in this process, especially through the use of HR assessment tools, will help you make an informed and strategic decision.
What tools do hiring managers use for recruiting? What are personality assessment tools?
There are two types of technological tools used by hiring managers in the recruiting process: recruiting software and HR assessment tools.
What is recruiting software?
Recruiting software makes the process of recruitment automated and easy. It helps you attract, screen, and engage job applicants, find keywords in candidate applications, track applicants, and even conduct virtual interviews.
What are recruiting assessment tools?
Personality assessments tools are assessments for employees that reveal core insights about their behavior and skills to potential employers. Many people want to know immediately, “What’s the best personality assessment for hiring?” The answer is simply that it depends on what exactly you want to know about your candidates.
If you’re looking for straightforward information, the DISC assessment is your best bet. This assessment measures an individual’s scores in four factors: dominance, influence, steadiness, and compliance. The combination of those factors reveal the ‘how’ of their behavior; how they operate, behave, and treat others.
The TTI SI DISC assessment also has an added benefit; it reveals a Natural Graph and an Adapted Graph. This simply means that it shows an individual’s behavior in their natural environment, and how that behavior changes in a work environment.
How is an online assessment platform helpful for HR?
Utilizing tools like HR software and HR assessment tools online is a smart decision for hiring teams. These tools help teams stay organized, accurately measure candidates, and get the insights they need to build an excelling team.
TTI Success Insights is not software; it’s an assessment provider. This means that we create, develop, and enhance assessment tools that are utilized by consultants, entrepreneurs, and coaches across the globe. This network of skilled consultants is your key to harnessing the power of selection tools for hiring; being paired up with one of these consultants gets you to access their individual talents and insights, the debriefing process for candidates and employees, and TTI SI’s exclusive Internet Delivery System (IDS).
TTI Success Insights connects HR professionals and recruiters with the team you need to succeed who will handle the assessment administration for you. We are also able to directly connect HR professionals with access to our assessments.
Harnessing the power of HR assessment tools is the way forward into the future for your organization. Assessments help you avoid bad hires, streamline the hiring process, and make the right decision, every time.