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How to Consult Effectively with Employee Assessment Tests

Hiring & Selection Process – Candidate Selection

Now that you understand exactly what assessments are, you’re ready to find out how employers use them in the hiring process to aid with candidate selection. Here’s what the candidate selection process looks like, what tests are the most effective for hiring, and why assessments are essential for discovering and retaining top-quality talent for your organization’s new staff recruitment and selection process.

What is a candidate selection process?

Chances are that you’re already familiar with a candidate selection process; it’s just another way to explain the interview process from a businesses’ point of view. This process consists of listing a job, preliminary phone interviews, and more often than not, an assessment to measure an aspect of the candidates’ skills or personality necessary for the role.

What characteristics should you look for when hiring?

Hiring the right candidate doesn’t have to be difficult when you have the right insights. While each role has unique requirements, there are a few factors that you can measure overall for maximum success in an employee selection plan.

emotional intelligence assessment used for hiring


How do they act on a day-to-day basis? What is their natural personality like, and how does that behavior change in a work environment? Is their natural way of being a good fit with the demands of their position?


What makes your candidate want to get out of bed in the morning? Does someone’s personal motivation affect how to choose the right employee? Do their motivations line up with what they’re going to get out of both the input and output of their new role?

Emotional Intelligence

Is your potential candidate self aware and socially aware? Can they handle themselves in high-pressure situations? Do they have a growth mindset and the ability to take constructive criticism?

Competencies in Work Skills

How do your candidates’ current abilities stack up against the skills every professional need? Are they leaders, good communicators, and skilled at navigating conflict?

Their Personal Values

Do their beliefs align with your company culture? Is it important to your organization to have employee beliefs aligned with the businesses?

Assessments open up the door to increased understanding and more comprehensive selection criteria in recruitment. Determining these requirements and what exactly you want to measure in your job candidates will serve dual purposes; you will understand the demands of the position and your own priorities as a team better, as well.

How do you assess job candidates?

Job candidates should be assessed in every aspect, from the quality of their resumes, their responsiveness in communications, and of course, their assessment results. Remember, assessments aren’t tests; there is no ‘pass or fail’ when it comes to using assessments for employee selection. Those results let you get an immediate insight into the behavior of your candidates and help you determine the right fit, but they should not be the determining factor when it comes to hiring decisions. Your first step to establishing a recruitment selection process is to create and commit to a process for all candidates. Consistency is key to discovering your ideal candidate. If one candidate only gets a phone interview with no follow up because your hiring manager is busy, then you might miss out on the perfect fit. Don’t waste time with an underdeveloped process! It’s worth the investment.
woman being interviewed

Here’s a Sample 4 Step Candidate Selection Process

1. Post Your Job Online

Make sure to specify any education or experience qualifications, share about your company culture, highlight benefits of your organization, and detail duties and responsibilities of the position according to your benchmark. Put an end date for applications as well; if you don’t find the right candidate by that time, refresh your job description and repost.

2. Conduct Initial Phone Interviews

Your HR manager or hiring committee should set up and conduct an initial interview. This will weed out any candidates who can’t keep an appointment and help you get a solid first impression of who your potential employees are. Take note of candidates who do their research and ask compelling questions; they’re investing time upfront in your company. This will help you decide which candidates you’d like to move forward with.

3. Administer Assessments to Remaining Candidates

Once you get an initial positive impression of your candidates, it’s time to find out more about them. Send them a secure link for the behavioral assessment of your choice; multiple assessments can be used for a more accurate snapshot.

After candidates complete these assessments, measure them against your benchmark and see how they compare to the ‘ideal’ your team has created. Remember, the benchmark is a starting point, not an ending conclusion. You can and should hire against your benchmark but your team decides that’s the best way to move forward.

4. Conduct In-Person Interviews

Once you have a more comprehensive snapshot of your candidates, it’s time to move forward with interviews, in-person or over video call if the position is remote. Make sure this conversation is face-to-face!

Run your candidates through potential workplace scenarios, ask detailed questions about their background, and again, see what questions they have for you. These inquiries are just as important as their answers; you want an engaged and invested employee. Don’t underestimate the importance of a cultural fit!

Make sure at this point your candidates can meet their potential future coworkers and the leader they will directly report to.

What candidate selection tests can be administered during the selection process?

As we’ve said, the type of assessments administered in the candidate selection process depends on the information you are looking to discover. A popular assessment for the recruitment screening and selection process is DISC, which measures four factors: dominance, influence, steadiness, and compliance.

woman reading disc assessment test for selection process

An individual’s DISC score is determined by both the high and low scores of each factor. Put most simply, DISC reveals how someone behaves, or “how they do what they do”. At TTI SI, we pair DISC with the 12 Driving Forces assessment, which reveals the motivation behind action, or “how you do what you do.” These two assessments together are called Talent Insights, and provide insight on a candidate at a more comprehensive level.

This assessment is our most popular for hiring. Using multiple sciences is the way to go when utilizing assessments in the recruitment and selection hiring process.

Find the Perfect Hire the First Time

Candidate selection might feel daunting, but it’s one of the most important processes for the future success of your organization. You need to nail down your process, step by step, and avoid the cost of bad hiring decisions. By utilizing assessments, understanding exactly what you need out of each role, and investing time into developing your process, your organization will find the perfect fit for every role, every time.

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Explore What You Need to Know About Hiring With Assessments

Find out what the candidate selection process looks like, the best tests for hiring, and why assessments will help your organization recruit top-talent.