Should we use a pre-hiring behavioral test as part of our interviewing process? If so, what kind?

Employers and candidates invest valuable time in getting to know one another.

Employers and candidates invest valuable time in getting to know one another. As the relationship advances, each looks for ways to assess fit. Both parties can benefit when integrated steps, like screening or assessment tools, are introduced. As technology plays a more expansive role in connecting job seekers and employers, looking at earlier stages to introduce questions is more feasible.

Screening questions can be included that serve as a "job preview." This gives candidates insight into employers and it offers employers a chance to learn more about each person. Introducing job-specific questions at this point requires being cognizant of the candidate's overall search experience to avoid unnecessary hurdles. The job seeker's readiness at this stage may be limited, so focusing on a set of questions as a purview to applied skills, environment, and preferences can be most effective if kept reasonable.

As candidates advance through the interview process, their readiness to invest more time and further engage increases. Using a combined set of instruments to reveal, when appropriate, an individual's strengths, competencies, interests, critical thinking, values, and situational leadership abilities allows for a holistic methodology. Engaging with a consultant to design a set of instruments that fits effectively into the company's talent strategy is a key step to a successful outcome.

Susan Burns is worldwide talent acquisition leader at Waggener Edstrom.

Send us your questions:
Ask the expert: letters@prweek.com

Have you registered with us yet?

Register now to enjoy more articles and free email bulletins

Register
Already registered?
Sign in

Would you like to post a comment?

Please Sign in or register.