Assessments, Testing and Interviewing - Guess
or Know
Face to Face Interviewing - There are intrinsic problems
that are inescapable to even professional interviewers.
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The Problem with the way it's always
been done: |
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"Businesses spend an enormous about of time, energy, and money in a never
ending effort to train, coach, or motivate marginal employees to a level of
merely adequate performance." Why do we hire who we hire?
- Halo Effect -
- When an interviewer sees part of themselves in a candidate.
Like school
attended, majors, etc., a mediocre applicant transforms into a glowing
candidate
- Unconscious bias -
is the opposite of the halo effect. This is when the applicant is
unlike the interviewer and the effect can be to see the candidate in a
negative light.
- The "Great At Interview" Candidates -
These dynamic, enthusiastic, personable candidates are much like someone
who can talk knowledgeably about baseball, look good in a uniform but can
hit or throw a 98 mph fastball.
- The "Bad at Interview" Candidates -
This is when the candidate's appearance is lackluster and
undistinguished--much like a great restaurant with no sign--delicious
food, great service, but no one goes there.
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| Understanding the Role of Assessments in the
Hiring Process |
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"If
management can acquire better information on people, they will inevitably
make better hiring and promotion decisions." Job Fit is the Key!
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Cognitive ability
is the oldest job success indicator. When abilities are more
defined, they can
better be applied to exact job requirements. This is what we do!
- Occupational Interest is
the second element to Job Fit. If the interest are not a good match,
the personal will not do the job very long, and will not bring their full
attentions to it.
- Dynamics of an Individual's Behavior
are the third element to Job Fit. For someone to perform at a
high level, they must have the personality match to achieve Job Fit.
For an interviewer to discover true Job Match for an applicant, three
elements must be considered: Cognitive Abilities, Occupational
Interest, and Behavior Traits. Our Assessment
The Profile XT™ provides the interviewer with this
powerful information.
 The Profile
XT™ system matches candidates to a predetermined benchmark which is
set and developed by your company's Top Performers currently doing the job.
Additionally, customized interview questions are created in each report.
These interview questions are generated directly from the candidate's
responses.
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