I was having a conversation with one of my clients recently about the challenges they were facing in recruiting candidates for several of their open positions.  They indicated that some of the same people were applying for multiple open positions, and they were having difficulty assessing which positions were most appropriate for the applicants. Hmmm.

  • When you are screening candidates for open positions how often do you rely on a position profile assessment to identify if the candidate is going to meet the functional requirements?
  • How often to you work with the supervisors, coworkers, or key customers to ensure you are screening candidates for the most important attributes needed for successful fulfillment of each open position’ job functions?

The reason I ask is that very few companies do this.  Sure, some companies will use a DISC Index assessment derivative to evaluate a person’s behaviors. But very few evaluate how those candidate’s think and make decisions.  And even fewer companies evaluate a candidate’s motivators and drivers.

I find that not enough companies work with the position’ supervisors, coworkers, and/or customers to develop the list of important attributes that candidates should have in order to effectively fulfill the job functions of these open positions.

And You Ask – Why Is This Important? 

  • Consider the time spent reviewing applications for positions that may not even be open yet, or
    • The time (and expense) spent while a position is vacant,
    • The time (and expense) spent reviewing applications for open positions,
    • The time (and expense) spent testing, assessment, and interviewing,
    • The money spent reimbursing candidates for travel, lodging, meals, etc.,
    • The salary and benefits expense,
    • Relocation expense,
    • The time (and expense) it takes to bring a new hire up to speed on position responsibilities so that you begin to get a positive return on your investment.
  • This time adds up – and so does the expense it takes during this time.
  • Do you take the time to calculate these expenses so that you know when you can get a positive Return On Investment once the position is filled?
  • Does this make sense?

What Should You Consider?

Consider the importance of understanding what types of values, behaviors, and decision-making talents are important for successful job performance.  Do you define those characteristics in advance?  Do you involve supervisors, coworkers, and/or customers in identifying these important attributes?

  • If you do not, do you at least discuss whether the job requires attention to detail, strategic planning, sense of mission, or proactive thinking?
  • How about values – does the job highly value altruism, a high individualistic drive, or theoretical thinking? Do you define these?
  • And does the job prefer someone who is outgoing, or does it require someone who is systematic, or driving and forceful?

These are questions central to developing a benchmark profile for a position that can improve the candidate screening, selection, onboarding, and training process.  Remember – you have already estimated the cost to hire (I hope). It can get expensive.  Think again about the ROI you need – when do you want that position to become investment positive?

And if you have multiple position openings that ROI becomes ever more important.

The benchmarking process requires the ability to work with a team to develop the position profile in the areas discussed, as well as developing a series of assessment tools to evaluate results.  My preference are the psychometric assessments developed by Innermetrix called ADVanced Insights®.  These assessments combine decision-making, values, and behavioral instruments that evaluate what natural talents candidates have, why they are motivated to use them, and how they prefer to use them.

Why Benchmark?

I’ve been using them for quite a few years in my recruitment practice and find them to be spot on in identifying benchmarks from which candidates can be assessed. Our placement success tells the story.  If you want to take a test drive on me of course, be my guest. You’ll receive a copy of the assessment and find out a bit more about your EQ, and if you think you’d like to chat about the benchmarking process, let me know.  Enjoy.