This document discusses using assessments in the hiring process. It defines three main types of assessments: behavioral assessments that evaluate personality, integrity and cognitive abilities to determine job and cultural fit; skills tests that evaluate specific skills and abilities; and reference checks that collect structured feedback from previous employers. The document explains how each assessment is conducted and the types of questions they can help answer. It emphasizes using the right assessment at the right time in the hiring process, from initial screening to making a final offer. The last section promotes an assessment center product that provides thousands of pre-integrated tests from leading vendors.

1. The Hiring Platform
Is that a good opening slide?
The Science of Hiring

2. The Hiring Process
Source
Get your job out to major boards,
your website and social networks.
All these in a few clicks.
Engage
People express interest online.
We bring everyone in one place.
You are in control.
Hire
Share profiles with your team. Set
up interviews. Collect feedback.
Make the right hire.
?

3. Yes I think I have good people skills.
What kind of idiot question is that?

5. Make smarter hiring decisions
Predict performance, satisfaction and retention
Avoid costly hiring mistakes
Make Hiring more consistent and predictable
Why use Assessment?

6. 1) Behavioral Assessment
2) Skills Testing
3) Reference Check
Main Categories

7. What
Behavioral Assessment focus on the candidate's personality, integrity and cognitive
abilities to assess Job and Cultural Fit
How
Personality measures are designed to predict an applicant’s natural behavioral tendencies, work habits,
and interpersonal style.
Cognitive ability tests are designed to predict an applicant’s ability to process and manage different types
of information, solve problems, and figure out or learn new concepts and ideas.
Integrity tests designed to predict whether an applicant will engage in highly counterproductive activities
such as theft, drug use, violence, or unsafe behavior.
Job Fit are used to determine how well an applicant will fit into or enjoy a particular role, work environment
or organization.
Why
Example of questions that behavioral assessments can help answer
Are you a good sales person? What is it like to be managed by you? Will you enjoy our fast-pace
decentralized culture? Will you stick around long enough? Will you be on time in the morning?
Behavioral Assessment

8. What
Skills tests assess knowledge and skills with regard to specific subject areas and help you
assess a candidate's actual aptitudes (vs attitude)
How
The content of these tests usually appears fairly straightforward and closely mimics
information or tasks people actually work with or do on the job.
Why
You can literally test people for thousands of different skills.
How fast do you type on a keyboard? What's your level of French? Are you good with
excel? Do you understand derivatives?
Skills Test

9. What
Reference Checks collect structured feedback from previous employers and colleagues.
They are the most predictable part of your hiring process.
How
They typically resemble a 360 Degree Assessment of that candidate in the context of the
job you are hiring them for.
Why
Questions that reference checks help answer
Was this person a good manager? Did he/she perform well? Would you hire him/her again?
Reference Check

10. Early
As a prescreening tool to determine basic fit and narrow the choice from
100 resumes to 10 candidates.
Interview
As part of the interview process, to help evaluation and trigger better
interview conversations
Offer
Towards the end of the process, to make the final choice or validate
interview feedback
The right test at the right time. Make sure to maintain a good candidate
experience.
When use Assessment ?

11. Thousands of tests from leading
vendors
All pre-integrated in the Assessment
Center
Select Tests, Order and Receive
results directly in your account
Assessment Made Easy
Assessment Center
COMING
SOON

12. New Candidate Action: Assess

13. Select Vendor and Category

14. Select Test from catalog

15. Receive Results

16. Assessment Made Easy
Thousands of tests from leading vendors
All pre-integrated in the Assessment Center
Receive results directly in your account
Behavioral Assessment
Focus on the candidate's personality, integrity
and cognitive abilities to assess Job and
Cultural Fit
Skills Testing
Assess knowledge and skills with regard to
specific subject areas to evaluate a
candidate's actual aptitudes (vs attitude)
Reference Check
Collect structured feedback from previous
employers and colleagues to make your hiring
process more predictable
Assessment Center

17. Jerome Ternynck
Founder & CEO - SmartRecruiters Inc
linkedin.com/in/jerometernynck
twitter.com/JeromeTernynck
Questions?
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