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186 How to Hire A-Players
they are interested. Others require that people complete an assessment
before they are interviewed. In either case, use these
evaluations early in the process in order to factor the results
into the following round of interviews.
5. Review interview and assessment results. What came out of
the first interview? How do people’s accomplishments match
up with the job? How do the assessment results match up with
the position’s requirements? What strengths speak for candidates?
What weaknesses speak against them?
6. Invite candidates back for second interviews. Weed out
weaker people and invite the rest back for second interviews.
Include questions that are based on the assessment results. Dig
into potential weaknesses. Look for good cultural fit.
7. Check references, complete background and drug tests as
required.
8. Identify your top candidates, make employment offers, and get
them started.
Proven Tips for Using Assessments
Effectively
Here are some additional tips for using assessment tools to avoid
hiring mistakes as part of your interview and hiring process.
Bring Job Candidates into Your Office to Complete
Pre-Employment Assessments
While most online assessments are accessed via an easily e-mailed
password, have job candidates come into your office to complete
these evaluations if possible. This is the only way you can verify that
the person you are interviewing in New York—not her superstar sales
rep cousin in California—actually answers the assessment questions.
Assess Early in the Interview Process
Have candidates complete an assessment as soon as you decide that
they are contenders for a position. Sometimes this means that you