Using assessments in your hiring process provides the opportunity to ferret out more information than you will typically uncover during the interview process. I thought it might be helpful to give you an example of what feedback around assessment results can look like (at least when working with me).
When I review candidate scores (Winslow Assessment) with my clients, my main focus is not on the positive behaviors the candidate possesses. Positive behaviors are an asset for sure, but the candidate’s low scores and the possibility of “problem” behaviors will keep someone from coming onboard and performing the way we all hope they will, and so that is where my main focus lies.
There are times, because I have never met the candidate, when it feels odd to focus on what won’t work, but when I receive feedback that the hire was made and the candidate did not work out (especially when likely areas of concern have been pointed out), it reaffirms my commitment to pay attention to the assessment feedback. Behavioral traits with warnings or concerns (highlighted in red on the Winslow) show up that way for a reason!
Here is an example of feedback around assessment results:
“I looked at your candidate’s profile and there are some definite concerns.
This candidate is pretty personable with high scores in Sociability, Recognition, Exhibition and Nurturance, in other words probably an easy person to talk with.
I would further discuss with the candidate:
- Conscientiousness – When the choice is your way or his way, he is going to do it his way…not necessarily a ‘selfish’ person, but definitely self-centered.
- Trust - Cynical and skeptical. Could be because of his current situation, but there is a strong likelihood he will bring this “low trust” attitude into your company.
- Responsibility – Speaks for itself – it’s never his fault. Paired with low Conscientiousness and low Trust this could be a big problem and make managing him difficult and time consuming.
- Then add low Control (not thinking before speaking). You get the picture.
- His Self-confidence and Composure are also low as is his Tough-mindedness.
Open up the Participant’s Report and go to the Influential Traits section (online you can simply click on this section in the Table of Contents and it will take you there). Read through and notice the corresponding traits and how they will affect scores for better or for worse.
Also, I’ve attached some behavioral interview questions. Look through these questions and identify a few to use when revisiting low scoring areas with this candidate.
I have to add, this Inside Sales overlay is a mellow overlay for “sales.” Inside Sales are typically warm calls and the candidate is still very low in key areas. Apply the Customer Service overlay to this candidate’s results – not good!
My question – Are you desperate to fill this position? And is this candidate the only person who can do it?
He mentioned to you that, ‘He has not been given responsibility.’ This could translate into: ‘They don’t want to give him that much responsibility.’ You must consider that there is possibly/probably a very good reason for this.”
Even with all the red-flags this candidate was hired, he WAS NOT a good fit, and he was quickly terminated. The upside, and as far as I can tell the only upside, is the termination happened quickly.
Always pay attention to assessment results and the feedback they provide and do not become so desperate to fill a position that you lose sight of the bigger picture. Instead, reap the benefits of identifying and bringing those best-fit candidates into your organization by using all the tools and support systems available to you!