Friday, June 3, 2016

Hiring - Final Steps

Using Behavioral Assessments in the Hiring Process

Behavioral assessments can help you determine if the candidate is a good fit for your organization.  They are not the one and only answer to making the right hiring decision but are simply a part of the equation.  They can test many different things -- from honesty to personality to attitude.  Ideally, all employees will have taken an assessment and the feedback will have been evaluated so that you will know what type of person will work best in your environment and on a particular team.

DISC is one type of assessment that may help you with hiring decisions and promotions as well as the performance of your team and organization.  You can choose the types of behaviors that are most significant for the position and the culture of the organization.  Managers can learn to communicate with their teams more effectively using the results of these assessments.  You will find more information and sample reports at .

The Hiring Decision and The Offer
  • Use a key criteria checklist - listing job functions and candidate qualifications.
  • If it helps you to talk through it, bring in a trusted co-worker to help.
  • If several people are involved in the hiring decision, have each complete a checklist, then meet to discuss the results.
  • Conduct reference checks to gain further insight and validate what you have learned.  
  • Make sure that your decision is objective.  
  • Conduct a background check on the final candidate.  An offer may be extended first, contingent upon a satisfactory background check.
  • Once a decision is made, extend the offer as soon as possible.  
  • Extend the offer verbally first, then follow up with a written offer.
Until next time...

Sheryl Tuchman, SPHR, SHRM-SCP

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