Avoid Making Another Hiring Mistake

Why Use Assessments to Avoid a Costly Hiring Mistake?

No matter how great an applicant looks on paper or how smooth they appear during the job interview, many applicants are experienced at presenting themselves in the best possible light to even the most experienced recruiter. Also, difficult personality characteristics, low-skill levels and issues with integrity may not surface until you have made that costly hiring decision. You are then left to deal with the emotional strain and potential legal problems associated with having to terminate a bad hire, plus the costs associated with having to recruit again – time spent on interviews, re-training and loss of productivity. 

Why the Custom Approach to Your Assessment Strategies?

The “custom approach” to pre-employment hiring assessments ensures organizations are only testing for those behaviors and skills that are relevant to the job; thereby increasing validity, while at the same time reducing test administration time significantly. Also, clients have the option to take advantage of our pre-assembled organizational fit and job fit assessments to ensure they are assessing for the specific behavioral traits that are important for success on their job.

Why Organizational Fit & Job Fit Assessments?

Depending on the position, we recommend inviting applicants to take up to two assessments during the hiring process. The first is to determine if the candidate fits your culture plus the report functions as a guide to conducting a good first interview, usually on the telephone. This assessment is called the Organizational Fit Assessment. A second assessment determines specific job fit and assists you in conducting the second interview for those candidates that pass your first hurdle. This is called the Job Fit Assessment. Here are a few reasons to consider this approach:

Organizational Fit Assessments are designed to determine:

Does the candidate have the attitudes and behaviors to work well within your organization?  Are they likely to possess these traits:

    • Can-Do Attitude measures the degree to which the individual consistently approaches work duties and projects with a positive attitude. Is always optimistic. Seldom worries and always exhibits a positive demeanor. 10 Questions-Untimed
    • Non-Violent Attitudes measures the degree to which the individual is likely to respect others and not engage in aggressive workplace behaviors such as intentionally damaging company property or resorting to physical or verbal threats. 15 Questions-Untimed
    • Helping Disposition measures the degree to which an individual is friendly and likely to go out of his or her way to assist or help customers and/or co-workers. This characteristic is important for most, if not all, jobs.  15 Questions-Untimed
    • Reliability measures the degree to which the individual is likely to be dependable, hardworking and conscientious about the quality of his/her work.  15 Questions-Untimed
    • Trustworthiness measures the degree to which the individual is likely to be honest and trusting of others. This characteristic is important for most, if not all jobs with special emphasis on cash handling jobs and jobs involving confidential information.
      15 Questions-Untimed
    • Work Ethic measures the degree to which the individual is likely to be hardworking, reliable, dedicated and punctual. He/she is conscientious, organized and plans ahead. 10 Questions-Untimed
    • Team Player measures the degree to which the individual is likely to cooperate in all aspects of his/her work relationships including working in harmony with others to achieve a common goal. This characteristic is important for jobs requiring interaction and cooperation among coworkers.  15 Questions-Untimed
    • Mathematical and Logical Reasoning measures the degree to which the individual is likely to reason logically and to understand and solve basic to more complex mathematical, logical and abstract problems. While research has shown that logical reasoning is important for most jobs, this ability is especially critical for jobs requiring analytical problem solving. 20 Questions-6 minutes
    • Verbal Reasoning measures the degree to which the individual understands relationships among written or spoken words, which includes word comprehension and associations. This ability is especially important for jobs requiring quick and fluid thinking and jobs requiring that conclusions be drawn from moderate to complex verbal or written communications. 20 Questions-6 minutes
    • Candidness measures the degree to which the individual is likely to be candid and accurate in his/her responses and is, therefore, not trying to outsmart the test in an effort to present him/herself in a more favorable light. The results of this scale should be used as a “red flag” to make you aware that some candidates may be trying to “fake” the test. For example, if a candidate scores High on the behavioral scales in this assessment and he/she scores Low on Candidness, there is the chance that he was able to elevate his/her scores on the assessment by trying to make him/herself look good. High behavioral scale scores that are accompanied by Low Candidness scores warrants some additional follow-up during the interview or reference checks to confirm the candidate’s behavioral scale scores are in line with his/her previous work history.  5 Questions-Untimed

All of this in an inexpensive, online assessment that provides the information you need to make an informed decision. Request a TalentValue Organizational Fit Sample Interview Report

Job Fit Assessments are designed to determine:

  • Does he/she have the mental horsepower to do the job?
  • Does he/she have the workplace skills to perform the job?
  • Does he/she have the personality to cope with the job environment?
  • Does he/she have the energy to perform the job?
  • Does he/she have the attitude to deal with the pressures of the job?
  • Does he/she have the energy required for consistent performance?

We work with you to select the right behaviors that determine success for each job. It is a customized assessment that allows you to determine if the candidate is the right fit for your job. Request a TalentValue Job Fit Sample Interview Report.

Try it Before You Buy It

Try any of our pre-employment assessments for any job description, just click here to receive a complimentary assessment to understand exactly how it works.

Choose from Our Custom Assessment Library

Our behavioral and skills-based assessments provide our clients the option of implementing any of our “pre-assembled test batteries” that have been designed to meet the needs of most industry-specific jobs, or you can “mix and match” from our comprehensive library of behavioral scales and skills tests to create a truly-customized solution specific to each organization’s job descriptions and unique requirements. Recruiters and hiring managers can view candidate scores via an online dashboard and download interview guides at the click of a mouse, or completed assessment.  Interviewing reports can be emailed automatically.

Take the Next Step to Discover More

We offer you a chance to see for yourself what information a Job Fit Assessment provides and experience the process.

Click this link to sample a FREE Assessment.