Yes! We all have top performers in our organizations (hopefully) and we also might have some not-so-top performers. Custom benchmarking allows you to test them both to see where they land so that you can compare their results to prospective candidates and determine where these candidates might fit into your organization based on their performance.
Some of our existing clients have improved on this by building a profile of top, mediocre and poor performers by reviewing the testing of those they have already hired or administering testing to existing employees. In this way, when you go to hire someone, you will have a better idea of what a true top performer looks like for your company.
*If you are an existing client you may have already done this, but if you haven’t, let us know if you’re interested, and we can start by looking at those you have already tested and hired to build a profile at no cost to you except for a few minutes (literally) of your time.
Identifying What’s Working and Not
Another good reason for testing is to help you understand the strengths and weaknesses of those already working for you. You will know how to better place them in your organization, what they need coaching on and what to expect under certain circumstances. The ability tests will point out specific blind spots that could beneficially be addressed after hiring. Contact us for more information on how to do this if it is not obvious. Even top performers can find things to improve upon and do better.
Identifying Underlying Attitude Issues
Yep, they sure do. One of the best ways to determine your candidate’s potential culture fit before hiring is to examine their attitude. This can be challenging in an interview where everyone puts their best attitude foot forward. It is, however, much easier to uncover any attitude red flags through the use of pre-hire testing.
Our behavioral assessments that measure a candidate’s personality and preferences also gauge attitude and integrity, so we can understand whether our favorite applicant is likely to be a positive, trustworthy, and collaborative member of the team. Or not. It’s like getting a Yelp! review on your potential new hires before eating at their restaurant.
Time saved ✔
Money saved ✔
Measuring Emotional Intelligence
In addition to learning all about this person’s attitude and personality and how those might fit or not with your own team, pre-employment assessments reveal where candidate’s strengths and weaknesses lie in regards to the skills you’re measuring them against.
Do they have the sales knowledge you need in your organization? Are they good at asking clever questions and digging for more information with a prospect? Do they understand the importance of clear communication and listening? How smart are they? Can they solve problems and attack unfamiliar situations with ease?
Assessing Employee Strengths & Weaknesses
As mentioned above, using pre-hire assessments on existing employees is a great way to grow and develop your team. Testing allows you to uncover the team’s strengths and weaknesses, highlighting areas where improvements can be made. Want to turn your individual contributor employee into a manager? Give him a competency test. Walk him through the areas where his knowledge and understanding of the concepts of supervision isn’t quite where it needs to be and implement a training program to get him there. Then test him again after a period of time to see his progress.
Pre-hire testing has several important uses, even beyond those mentioned in this article. Utilizing pre-hire testing before you bring on new employees will position your company to best determine who will make the best fit within your company in terms of culture, personality, competency, as well as the skills and experience you need to continue driving business forward. If you’re interested in learning more about how pre-employment assessments can help you, contact us today!