In the same way that not every candidate is perfect for every available job, the same theory applies to the assessments used to evaluate them. The job requirements for a corporate spokesperson, for example, are very different from the necessary skills needed to succeed as an administrative assistant or a factory worker. For those reasons, the types of assessments used to determine their qualifications and ability to do the job should be customized to match the role.
For example, hard skill assessments can help determine qualifications in everyday skills such as typing speed or language proficiency. In just a few minutes, they can also be used to understand a candidate’s disposition, mitigate biases, and evaluate general character traits that in-person interviews may miss.
Personality assessments, such as Harver’s Personality Print, serve as invaluable tools in the recruitment process by evaluating the alignment between a candidate’s personality traits and the specific demands of the role they are pursuing. By leveraging these assessments, organizations can gain deeper insights into an individual’s potential fit within their team culture and work environment, ultimately enhancing both employee satisfaction and overall organizational performance.
Live simulations and situational judgment tests are used to gauge real-time responses to common challenges faced in certain industries that require customer interaction or quick, decisive actions. In many cases these tests use videos to determine how, for instance, a candidate might perform as a customer service representative.
Situational judgement tests, for example, can show how a person applying as a customer service agent may respond to an angry customer yelling at them. That particular role requires a person with a cool head that can show empathy while also problem-solving. By giving them multiple real-life situations to respond to, the assessment can not only give a realistic job preview to that individual, but also show the hiring team how they would handle the situation.
Using AI methodology, Gamified Behavioral Assessments are based on neuroscience and designed to determine cultural and behavioral fit while giving the candidate an engaging and fun experience.
These assessments use machine learning to measure character traits such as generosity and fairness on a continuum or to determine how decisive a candidate will be in a certain role. These scores are then matched against certain types of jobs to determine the probability of success.
More than 30 scientists employed by Harver developed Personality Print designed to be completed in less than 15 minutes. They have proven to be an accurate predictor of job success across many different industries through measurement of mathematical, verbal, and logical reasoning; as well as perceptual speed, and spatial ability.
Whether you’re evaluating technical skills, personality traits, or how a candidate responds under pressure, it’s crucial to choose the correct assessment type to help find the perfect fit for the roles an organization needs filled, and Harver can help you get it right the first time. By tailoring these tools to match specific job requirements, companies can make more informed decisions, leading to better hires, improved team dynamics, and overall organizational success.
Interested in learning more about Harver’s predictive assessments? Request a demo or download our whitepaper, “Unlocking Hiring Success: How Predictive Assessments Can Revolutionize Your Recruitment Process” here.
