Many companies use assessment tools to determine whether someone fits into a certain culture or not. The focus is generally on the candidate being looked upon by the employer, rather than a candidate's self assessment. One example of this very common way of assessing people is the double-round of tests employed by Keller Williams. The real estate company focuses very strongly on making the right cultural matches, Inman reported. The recruiting tests are actually so complex that business leaders with the power to hire and fire must first take a two day course to learn how to implement the testing procedures, which can be very complex. Those who are given the ability to choose future employees are already screened to ensure that they are also suitable for the role.
"We really wanted to help our people make really smart decisions. The cost of errors in a … hire is amazing when you put pen to paper," said John Davis, vice president of growth for Keller Williams.
The first personality test measures behavioral style . One hiring manager, Sue Adler, said that those who score high on Influencer would never be chosen for an administrative position because they would be "too chatty." Each job has an ideal personality type that goes with it, and the company rarely deviates from this path.
"Every role on the team requires a different skill set. If you put the wrong people in the wrong seat on the bus, they're going to burn out pretty quickly," Adler said.
Self reporting instead of using tests
Another way of making personality assessments is simply to have the candidate make a self assessment, according to Talent Circles. In this approach, the focus is less upon the person making the hiring decision and more on the person making the choice to take on the job. Talent Circles discussed the idea that a talent assessment done by someone with the ambition of getting a certain job can be inaccurate, whereas a self-assessment might be more fair. This is a kind of reverse assessment, in which the candidate decides if he or she is the right fit.
The requirements of a strong talent self-assessment include a good job description, along with a detailed list of the requirements that will be expected from the employee. The worker will have to know if he or she will need to speak with many different people or sit behind a desk all day. Information about the company's culture will also be important in making a self assessment.
In the end, the interview process itself is a kind of two-way assessment. The employer presents the job, and the candidate has to decide if it's the right fit or not. Encouraging a "two-way street" approach may help people decide on positions faster, both for employees and employers. A proper employee management system likely takes such testing into account.