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4 Pitfalls of Hiring without Assessments

hiring assessments

Hiring assessments are one of the most effective tools at ensuring that the people you hire will be a good fit with your company, with their manager and team, and that they’ll actually be engaged in the work that they’re hired to do. While it can be tempting to rush the hiring process and skip assessments, this practice almost always back fires. Here are four of the main pitfalls of hiring without assessments:

1. Turnover.

Perhaps the costliest consequence of putting the wrong person in the wrong job is employee turnover. Putting monetary values on lost productivity, diminished product quality, and the actual costs of finding new people, employee turnover costs, on average, 125% of the position’s salary for mid-level jobs and over 200% of the salary for senior executives.

2. Hiring charm rather than character.

A person who is charming and relaxed in an interview may seem like a great choice – they’ll be charming with clients, too, right? But charm is not an indicator of skill, emotional intelligence, or personal character. In fact – and I don’t want to sound like an alarmist here, but – charm is one of the primary traits of psychopaths. Granted, there are plenty of people who are high on the psychopathy scale who are great business people, but there are also a lot of people high on that scale who commit white collar crimes. Rather than valuing first impressions above all else, you’ll find better hires if you look at a person’s values, their character, and their driving motivations, which assessments allow you to do.

3. Hiring skill rather than potential.

While a resume can tell you what a person has already learned, an assessment can tell you what a person wants to learn and how motivated they are to learn it. While having the skills to do the job is important, it’s even more important to find people who are eager to contribute to the team and build a successful career within your business.

4. Falling prey to unconscious biases.

Our brains function by placing things into groups. It’s how we learn to make sense of our world and keep ourselves safe. Unfortunately, our brains aren’t perfect, and they’re impacted by our own personal circumstances, which leads to unconscious biases – putting people and things in groups that they don’t belong in. We all have biases, and in the case of hiring managers, those biases can lead to favoring a man over a woman for a leadership position for no reason other than gender. It can also lead to assumptions about what a person in a wheelchair is capable of or how well a person of a particular race might fit in with the rest of the team.

These biases are often unintentional and hard to pinpoint, so the best way to start making better hiring decisions that are unencumbered by bias is by getting a clear view of every candidate with assessments.

To learn more about hiring assessments and how they can help you find the right person for the right job, contact the Level Up team!

About Joy Ruhmann
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