Predicting a candidate’s success on the job used to be primarily focused on whether they had experience doing the job you were interviewing for and whether you could accurately discern if they had been successful. Little thought was given to behavioral or cognitive attributes or specific job competencies that differentiated one position from the next. Fortunately, those days are far behind us.
In today’s world we have a vast array of tools to better predict candidate success including assessments, behaviorally based interview techniques, established company core competencies. While these tools are valuable in terms of prediction capabilities, we also need a model to evaluate whether our predictions are accurate or not and allow us to tweak the models going forward.
There are many behavioral assessment tools on the market today. Some have been around for decades like the DiSC. Others are newer onto the scene like the Predictive Index. Some are a quick 10-minute assessment which give a solid overview of the candidate’s personality match to the position and others, like the Hogan are in in-depth 3 hours assessment that enables employers to assess personality in the workplace. Additionally, these assessments measure personality characteristics, characteristics under stress, risk of career derailment, core values, and cognitive style
Cognitive assessments are not necessarily appropriate for every job. While they are not IQ tests, many measure the candidate’s ability to quickly learn information and to adapt to changing circumstances. The general pre-employment aptitude test that measures problem-solving abilities, learning skills, and critical thinking. The thought being that the quicker a person can get up to speed in a job, the more quickly they can start contributing to the organization.
Behaviorally based interviews
Structured or behaviorally based interviewing has long been thought to be a better predictor of success on the job than either yes/no types of questions or those that do not require a candidate to tell you what they did or would have done in a specific situation. Behavioral interview questions focus on how you handled various work situations in the past. Your response will reveal your skills, abilities, and personality. The logic behind this interview tactic is that your behavior in the past reflects and predicts how you will behave in the future
Core competencies by position
Not all positions require the same set of competencies to be successful. That is why it is important that interview guides be developed for each position that specifically state and ask you to comment on and rate a candidate’s suitability for the position relative to each core competency.
Once the candidate has been selected for the position, additional work needs to be set in motion to assess whether they are truly successful on the job. Success can be measured by your Performance Management systems, your talent or succession planning platform, which measures potential, or a combination of both. Once data has been collected over time, you will be able to better predict an individual candidates’ likelihood of success in a particular position.