There are many different types of assessments that recruiters can use during the recruiting process. In today’s session, we’ll talk about how they can be used in the process and when.
An ongoing series occurring each month where we discuss topics related to Diversity, Equity, and Inclusion.
Listen in on what our panelists have to say.
This event is part of the “Let’s Talk Recruiting” series where a panel of recruiting practitioners get together online and have a conversation on a variety of topics related to corporate recruiting.
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Chat Messages from the Session…
10:05:26 >> Matt Englund : I wasn’t aware of legal issues around assessments in certain states
10:05:37 >> Daniella McDonald : In my last position we would send the assessment after the initial phone screen. and then review the results with the hiring manager along with the screening notes.
10:05:52 >> Daniella McDonald : We used PI.
10:06:23 >> Daniella McDonald : All roles would take them.
10:07:40 >> Mark Wollin : yes, if you have a Legal team, you might want to check with them, before utilizing certain assessments, and when you include such a thing in the process. Our Legal team is very adverse to utilizing assessments prior to any SXM contact from a real person, due to some of the legalities involved
10:07:48 >> dawn losinger : how are homemade assessments validated?
10:07:51 >> JEFFRY ULLMAN : Thanks for the webinar and topic. I have a Master of Business Administration (MBA) Magna Cum Laude, and
Bachelor of Business Administration (BBA) Summa Cum Laude. But I am not good at very limited timed tests. I was rejected for a role because I did not pass a 15 min timed math/word test. I told the recruiter that was not realistic and that they were going to pass on a good candidate based on 15 min test. The recruiter told me that was corporate policy so I was rejected…I know life is not fair….but this seems way too rigid… panelists thoughts….
10:09:45 >> Daniella McDonald : And shouldn’t all candidates for the same role take the same assessment, not just one or two candidates.
10:10:00 >> Mark Wollin : My first job out of my undergraduate program (many years back), utilized the Wonderlic test, which is similar to what you are talking about in a timed test to see how many correct responses are received. I didn’t find issue with it at the time, but would not recommend such an approach as a first step nowadays
10:11:00 >> Jay Barrow to All panelists : Are your organizations using behavioral/personality assessments and how much hiring infaces does their “score” play in hiring that individual?
10:11:22 >> Sean Rehder to Jay Barrow and all panelists : jay..can you switch to include attendees also
10:12:12 >> Daniella McDonald : yes, definitely part of the process, not the only determination.
10:12:30 >> Daniella McDonald : That’s not inclusive.
10:13:23 >> Mark Wollin : Daniella, yes, if you are testing one person at a certain point in the interview process, you should do the same with all candidates at that same step of the process. If you don’t, you can run into legal issues around potential discrimination
10:13:58 >> Daniella McDonald : Thank you, Mark.
10:16:43 >> Daniella McDonald : Agreed Roseanne.
10:17:55 >> Susan Landon : We use Predictive Index too and we’re very happy with it so far
10:18:49 >> Dang Hua : We use PI as well and it’s a good tool in the selection process
10:20:13 >> Glenn Murani : Those personality type of assessments are very valuable when the candidate takes the assessment during the interview process – because it gives the hiring manager an opportunity to speak with the candidate in the event there are any questions resulting from the assessment so the hiring manager can dig deeper into those questionable areas.
10:21:47 >> Susan Landon : We provide the PI report to everyone person who takes it, wether they are hired or not. It’s a very enlightening report
10:23:45 >> Daniella McDonald : We did not provide results to candidates. Most people did not ask.
10:25:41 >> Susan Landon : The PI report that we send doesn’t mention the match with the job. That piece is in the PI software
10:28:07 >> Susan Landon : With PI, the report has a unique ID number that you can use if you’re asked to take it again
10:28:38 >> Brooke Wheeler : I’ve used a behavioral assessment that sent every candidate a Strengths Report that was a good positive tool, but not the entire report we see on our end. I thought it was a good middle ground!
10:30:09 >> Daniella McDonald : Sometimes the results might be a bit different though. It might ask questions about how you’re feeling in your current situation so depending on where you are or your thoughts then it could be different and not relevant to another job.
10:30:38 >> Steven Rosenblum : If you’d like to connect with me, please feel free to send a LinkedIn invite! www.linkedin.com/in/stevenrosenblum
10:32:18 >> Roseanne Donohue : linkedin.com/in/talentacquisitiondirector
10:32:39 >> Glenn Murani : When we hire candidates for senior level IT roles we have candidates do a presentation (towards the end of the interview process) on a topic in front of a handful of people in the audience – it is an interactive session – it has been very successful for us.
10:38:41 >> Simone Press : Let’s all connect! Ping me with any follow up questions or queries 🙂 https://www.linkedin.com/in/simone-press/
10:41:23 >> Mark Wollin : I am also an open connector, should anyone want to connect!
Some of the attendees…
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