Thousands of HR tools, techniques, and methods exist to help with employee selection and hiring. Recruitment is one of the most important processes handled by HR, and one that many still struggle with. The process of refining and choosing candidates who represent not just people who can do a job but individuals who will grow themselves and their organization is crucial to company growth.
These 5 employee selection tools are effective and will help you to choose candidates who represent an investment for your organization.
Work Assessments and Assignments
Work assessments are one of the easiest ways to determine how an individual actually works. These can be managed in-house or by an assessment center, but typically include a work assignment. This assignment represents something the individual would actually be doing once accepting a job and may be handled remotely or in-office depending on the center, the role, and your goals for it. These assessments are typically paid (especially for short-term roles) but may also be completed as part of the individual’s application process.
What do work assessments tell you? A work assessment is proof of performance, shows how an individual works under pressure, shows their work method, shows skills, and shows how quickly individuals adapt to new things. Importantly, work assessments don’t always measure a person’s full capacity, because they will logically vastly improve in a role after even a few days in it.
Culture-fit assessments typically involve physical work assignments, tests, and sometimes social events, where a candidate is asked to meet with their prospective team to see how well they fit into it. This allows you to determine if candidates get along with team members right away, how they react in that team, and what they do. Importantly, many people will be awkward, nervous, and unsure of themselves on day one. Making room for this as part of testing is important.
It’s also important not to fall into the trap of matching culture. If you can find someone who adds something, who pushes ideas, and who brings in new but complementary culture, it will be much better for your organization than a simple culture-fit.
Skills testing can include actual skills tests, IQ tests, cognitive ability testing, and so on, but will typically check for hard and learnable skills. These tests are ideal if you need someone who can very quickly step into a role and perform well in it. They also allow you to determine how well someone’s skills match up to their resume and their pitch, which will give you an idea of whether you want to hire them or not before investing money in interviews, assessments, or trial projects.
Skills testing should not be your primary decision-making factor unless you’re hiring for a short-term role or skills include intelligence, cognitive ability, and so on. Why? You want to be able to hire someone whom you can invest in and who will grow with your organization, so personality and behavioral traits may be more important.
Personality testing allows you to match an individual’s behavior, competencies, and emotional intelligence to roles and their requirements. They also allow you to hire for growth and personal development, with the knowledge that your candidates are very likely to be able to grow themselves, to step into roles as team leads and managers, and to invest in their own personal development.
How important is personality testing? Emotional intelligence and soft skills or competencies are becoming increasingly important in hiring, because job profiling increasingly points out that they dramatically affect long-term performance, an individual’s ability to work in a team, and their ability to grow and change with the organization.
Structured interviews are a tool which combine competencies and behavior into the interview process, where recruiters ask individuals questions, give them hypothetical situations, and otherwise attempt to determine how an individual would react in a given situation. These interviews can give you insight into how an individual will react, what their motivations are, how their planned behavior matches up with past behavior, and so on.
Again, structured interviews aren’t a foolproof look at an individual’s personality, especially when someone is nervous or agitated, but they can give you a much better idea of who you are dealing with than a standard interview.
Employee selection tools are designed to help you streamline the employee selection process so you can make better decisions when hiring. In most cases, an assessment center will be able to set up any of these processes inside your organization with a minimum of investment on your end, so that you can start making better hires.