Eric helps me be a better thinker.
How to weight personnel assessment results in a hiring decision
A client recently asked me how to weight personnel assessment results in a hiring decision. Here is my answer:
The assessments should not exceed 1/3 of the hiring decision. In rank, I would say:
1. Drive and passion – what are their goals and how do they align with what you have to offer, including $. Also, are they prepared for the interview? Have they taken the time to understand your business? People who are passionate about a job prepare for their interview.
2. Accomplishments and experiences – what has the person accomplished and how do those accomplishments match up with what you want done?
3. Assessments – how well does their profile match the job? Are their “holes” in the profile? Do their drives and motivations match the job well?
4. Performance in any role-playing or “work with us for a morning.” How do they do? Are they proactive and engaged? Do they jump in and take ownership or do they sit back? How do they communicate with customers and with co-workers? Do they learn quickly?
5. References – what do other people say about them? Are they enthusiastic or polite in their nice comments (rare to get truly negative comments)?
