THE PROS AND CONS OF UTILIZING ASSESSMENT TO HIRE
By Barb Bruno | Thursday December 22, 2022
Many of your clients use assessment tools to assist with their hiring decisions. Have you ever wondered if this would help in the hiring decisions you make for your own business?
We are sales organizations who need to hire individuals who can influence others. That ability can be identified through assessments along with many other traits.
VARIOUS TYPES OF ASSESSMENTS
There are many different methods that can be used to assess a potential hire. Some of the most common include:
- Workplace Observation
- Skills
- Third Party Report
- Assessment Tools
- Projects | Assignments
PROS AND CONS
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Workplace Observation |
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Advantages |
Disadvantages |
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Assurance that evidence is authentic, valid, and current |
Candidate may feel pressured, affecting performance |
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Assessment done in the workplace |
Assessor needs access to workplace |
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Can illustrate competence through use of workplace resources |
Candidate should be observed over a longer period of time to observe their abilities |
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Hearing about a job is very different from actually doing a job |
This could reduce candidates interest level |
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Skills |
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Advantages |
Disadvantages |
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Proof that a candidate possesses specific levels of expertise in specific areas |
Some people do not test well, even when they have the chance to retake a test |
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Verifies abilities of candidates prior to a hire |
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Scores quantify level of ability |
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Third Party Report |
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Advantages |
Disadvantages |
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Can provide useful backup |
Need to confirm that information is authentic and current |
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Process need not be complicated. (Third party completes form or checklist) |
Third party must be informed and credible |
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Assessment Tools |
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Advantages |
Disadvantages |
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Acts as a springboard for conversation and team building |
Must be used company-wide to be effective |
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Improves employee and workplace communication |
Need to understand your own style in order to help hiring decisions |
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Helps you to understand people who aren’t like you… or are too much like you |
Most effective when using a benchmark set by prior high achievers |
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Reduces conflict and avoids misunderstandings |
Only effective when you determine upfront the type of person you need to hire |
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Projects | Assignments |
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Advantages |
Disadvantages |
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Can provide extensive information on a candidates’ skills, knowledge, and experience |
Requires writing and presentation skills
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May be used in both group and individual assessment |
May not be a good indication of workplace competence |
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Allows for differences in learning styles |
May be judged on presentation rather than content |
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Difficult to confirm validity |
RETURN ON YOUR INVESTMENT
Your team can make or break your business. You are only as strong as your weakest employee. People are not your greatest asset unless they are the right people.
Now That I Have Your Attention
Your hiring process needs to produce individuals who will become peak performers. Too often you hire ducks, expect them to be eagles and they are a very happy duck.
I have advised two types of assessments when hiring:
- Workplace observation
- Assessment Tools – I’ve used DiSC® for over twenty years
WORKPLACE OBSERVATION
Telling someone about your opportunity is very different from having them observe what we do and giving them a chance to get on the phone and experience what we do. One of the steps in my hiring process is to bring someone in our office and have them observe our team making sales presentations. Thirty percent of the time, the candidate will approach our managers and ask, “How long do I have to do that, until I don’t have to do that?” This is after two interviews, job descriptions, sharing expectations, asking them to review our website and marketing materials, and they ask that question.
For the individuals who don’t approach our managers, we bring them in after one hour and ask if they could see themselves doing the job. When they reply, “Of course” we give them the opportunity to make calls. We role play with them, give them a gmail account and explain that if they have someone send them a resume or CV that we end up placing we will send them $500 whether we hire them or not.
One out of two that we put through this process is eliminated because of many concerns including phone fear, too loud, too social, too analytical, too negative, etc. The 30% we hire have worked out, which is why I’m a firm believer in bringing someone into our office for four hours as part of our hiring process.
ASSESSMENT TOOLS
I have used the DiSC® Assessment Tools for over twenty years when hiring for my own company. I’ve learned that when someone scores a very high “I” which indicates the ability to “influence” others, they do very well in our business. I personally have a very high D and I which is great for anyone who manages and sells.
Early in my career I realized I did a great job hiring for everyone else, and for myself - not so much. The DiSC® Assessment Tools helped me clarify that my interview evaluation was in fact accurate. Of course, I also look for individuals who have had a history of high achievement and want to sell.
PASSIVE INCOME OPPORTUNITY
I’ve had many recruiting firms also obtain their DiSC® Assessment Tools from us and some have become sub-partners. This means they buy the tools from me and sell them to their clients at a profit, making this a source of passive income for them. In this case the DiSC® Assessment helps make a great hire and also generates revenue.
There is no way to 100% guarantee you are hiring your next rock star, but all of the assessments I mentioned can help you make a more informed decision.
If you have additional questions regarding the DiSC® Assessment Tools, send an email to support@staffingandrecruiting.com.