A job interview can go anywhere from 15 minutes, if it’s not going well, to about an hour, if it’s going great! But is this polished, poised, prepared-to-impress you candidate the same person you’d see on a day-to-day basis? Interviewing is an art, and the decision to hire often is dependent on the interviewer’s instinct. “Unfortunately most research shows that you can only trust your gut when it comes to hiring about 50 percent of the time,” says Beverly D. Flaxington, author of Understanding Other People: The Five Secrets to Human Behavior in this ZipRecruiter article. “And a bad hire is costly and disruptive.”

There are ways to increase the odds that your instinct about a candidate is right and avoid costly bad hires. One way is to use a screening company like HireArt — they conduct the first round of video interviews over Skype for you. Another is to partner with a candidate matching service liked Hired.com, where your job openings get matched with resumes in their database. While that’s a very handy tool for matching skill and experience, it’s still only part of what will make an employee last long term. To truly understand whom you’re interviewing you need to introduce objective, personality assessment data into your evaluation. By giving candidates a 15-minute quiz using Talentoday, you’ll have:

  1. Unique insights you won’t get in an interview. The results will give you a clear understanding of what motivates and drives your candidate, as well as show you their predictive behaviors in seven key areas: teamwork, ability to take initiative, management style, ability to handle pressure, reasoning style, communication style, and flexibility. You’ll see how well a candidate works under pressure, and even what areas in which a candidate could improve.
  2. Candidate vs. Candidate comparisons. You’ll be able to see how your prospective hire ranks in personality, motivations and soft skills compared to others in your industry. There could be similarities and differences that will help you identify the kind of person you’re looking for.
  3. Candidate vs. Company comparison. Since Talentoday urges you to assess your team to get a sense of what you are looking for, it will be easy to see how or if your potential hire aligns. You can also widen the scope and see how the candidate fits within the culture of the whole company.

Here’s an example of Jennie, a real candidate who took the Talentoday assessment.

This is an example of a predictive characteristic measured by Talentoday.

 

You can see that Jennie is a dedicated planner and thrives with a predictable structure. If the position you’re hiring doesn’t match that kind of environment, it won’t matter if her experience and hard skill set is a match, she probably won’t be a happy, long-term employee.
With the insight and intelligence that Talentoday provides added to your interview process, you’ll be confident that you’re choosing the right employee for your team.

Want valuable insights on your top recruits ? Start your free trial today and use predictive analytics and psychology to make smart hiring decisions. And if you like this post, please hit the ❤️ button below or give me a shout on Twitter.

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