The information gathered from interviews is limited and can sometimes be skewed by the relationship between the interviewer and interviewee.
A second type of screening is a basic assessment of an individual’s work-related values. These assessments can provide valid insight into a person’s work ethic, reliability, integrity, propensity for substance abuse and attitudes toward theft. What a person values determines how she will behave in the workplace. The information gathered from interviews is limited and can sometimes be skewed by the relationship between the interviewer and interviewee. The work-related values assessment can quantify a person’s feelings about topics that directly affect her daily work routine. These assessments keep the interviewer from having to ask uncomfortable questions that can result in vague answers. The results from the interview will equip the interviewer with follow-up questions that will ensure honest responses from candidates.
The third type of screening to consider is an assessment that determines how each applicant fits the available position. Job fit is often deemed irrelevant and unimportant, but the truth is that it can greatly impact both work culture and productivity. If a candidate has a natural inclination for a position, she will most likely succeed in that job. An individual’s natural behaviors are the main determinant of her capabilities. Skills may be taught to enhance or modify some of those behaviors, but in order to be truly successful in a position, a candidate should have a natural propensity for the job.
This is Part 3 in our four part series about screening during the hiring process. Review Part 1 and Part 2 and continue reading Part 4 to better understand how screening can improve your hiring process.
