Learn how using online software to profile potential job candidates can help you make stronger hiring decisions.
Many employers are turning to online profiling software to help them weed out the pool of potential candidates before they meet the interviewer face-to-face. Even the most experienced interviewer can get tired after a round of screening interviews, which leads to costly mistakes in hiring. In many respects, an interviewer can be trained to pick up personality profiles that best match a job, but they may not be consistent from person to person or simply have an off day. Online assessments can save your company both time and money and also spot red flags that even the most seasoned interviewers might have trouble with.
What Online Personality Tests Can Tell You
Unlike personality assessments such as the Myer-Briggs test (which we don’t recommend for recruitment purposes), online hiring software doesn’t care to profile the individual’s personality for its own sake, but rather for how well they match up to a particular job description. The results will predict how well candidates may perform at certain job tasks. These following variables can be measured by online assessments:
General Personality Traits – Tried and true tests such as the Caliper Profile or the Gallup StrengthsFinder are great at determining good fit for entry level positions as well as proficiencies for required skills. For example, they can be used to measure whether someone is risk averse and slow-moving, which is a good fit for a customer service role as opposed to fast-moving and aggressive, likely better for a sales role.
Behavior in Work Situations – The 16 Factor Personality Questionnaire aims to assess how candidates react in certain work situations. You’ll have a good idea of whether or not a potential hire can quickly adapt to high stress situations or if they can be depended on to finish the projects that they’ve started. These tests can ensure that all the candidates reaching interviewers have a baseline level of professionalism and flexibility in the workplace.
Technical Proficiency – Technical hires, such as programmers, are not easy hires to make, especially if you don’t have access to a senior engineer who can test for the required proficiencies (or don’t want a senior engineer to spend their time whiteboarding with candidates). Automated online assessments by companies like Codility are a great way to test for the right technical talent for your team. If you don’t have access to technical recruiters, an online programmer testing solution may be your best bet.
Companies that take advantage of online technologies are quickly finding out how to standardize and create automated hiring practices that get the best results. Find out other ways to help you automate new grad jobs and the hiring process by contacting FirstJob.com.
Amy Liu is a Digital Marketing Associate at FirstJob and graduated with a B.A. in Psychology from UC Berkeley. In her free time, she loves exploring San Francisco and trying out tasty new restaurants.