…is actually a train!
Anyone who manages people can relate to this story. An impressive resume. A sharp-looking candidate. A great interview. Outstanding references. It seems like the search for that perfect person for the (insert job here) position has finally arrived. The light at the end of the tunnel.
And then suddenly and incomprehensibly, once hired, the candidate becomes a total flop. Poor results. Lack of motivation. Negative influence on the rest of the team. A bad hire that wasted time and money, and threatens to bring your judge of character into question.
Why does this happen? Quite simply, it’s a numbers game. The average job-seeking candidate spends up to 5 hours preparing for an interview, while the average recruiter spends 20 minutes reviewing a resume. No contest.
Fortunately for everyone, there exists a tool that we can use to level the playing field: Assessment Testing. Now I know that you’ve heard this one before, and you’re thinking that no computer is ever going to be better at reading a candidate than you are. The good news is: you’re right. Actually, you can learn about 66.6% of what you need to know about a candidate simply by reading the candidate’s resume (or history) and conducting a thorough job interview. It’s that other 33.3% that sometimes comes back to bite you. Continue reading