How it works

Research shows that using multiple assessments increases the objectivity and accuracy of candidate assessment. By adding one or more extra layers, one can increase the overall validity of the evaluation and thereby improve the predictive value of the candidate assessment. Using different lenses to view the candidate can help provide a more comprehensive understanding of the individual and their strengths relative to the job requirements. Many assessment tools are available that focus on future job performance, cultural fit, and longer-term suitability and viability. The format of these assessments can range from a pen-and-paper test to a case study to a computer-based evaluation using gamification.

Before selecting an assessment, it is critical to consider which job aspect or requirement could benefit from a deeper understanding of the candidate to help choose the right individual. Once the specific element(s) of job suitability have been identified, decide what assessment format best suits the company’s needs. Consider the time and effort required to conduct the assessment, how it aligns with the candidate's and hiring manager's overall experience, and the overall effort and cost associated with piloting, potentially selecting, and implementing an evaluation. Once those are considered, an assessment vendor must be chosen to facilitate the assessment.

looks_oneDetermine which roles, candidate traits, and capabilities to assess