OCTOBER 2023HR TECH OUTLOOK8In My OpinionAs the world continues to evolve with new generations entering the workforce, corporations need to continue to innovate how they recruit and, ultimately, how they hire candidates in this new era. This includes not only how you interact with the candidates throughout the process but how you evaluate, offer, hire, and onboard them. Pre-employment screenings have evolved over the years from just reference checks to drug screens, written evaluations, competency tests, personality assessments and more. They all have a specific purpose and a time for them to be implemented, but I find the most impactful pre-employment screening tools to be personality assessments and trait-based interviewing questions. Personality assessments allow us to determine how the candidates are best managed, how they communicate and learn, and how they, in turn, manage or mentor others. This allows us to create a customizable employee experience that sets each individual employee up for success. Sharing these results with their direct supervisors allows them to understand their new employees and build relationships faster and more effectively. There are many personality assessments out there depending on your organizational goals. PCL uses Predictive Index for our personality assessments and leans on these results in a variety of ways. Using these assessments as a learning and development tool for our future leaders helps them look inward and understand themselves better, helping them recognize how to interact better with team members and their direct reports. I believe there is a difference between someone performing the job at a high level and someone willing to perform the job at a high level. I call it the `can do vs. will do' assessment. Previous experience performing these tasks or project experience on a resume tells me they have performed these tasks in the past and can potentially do it again. However, trait-based interview questions allow me to dig deeper into their soft skills to uncover skills like drive, resourcefulness, accountability, and character to determine Brett Reasoner, Director of Talent Acquisition & Experience, PCLByPRE-EMPLOYMENT SCREENINGS: THE EMPLOYEE EXPERIENCE MATTERSBrett Reasoner
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