Talent Assessment Tools: SELECT the Best

CB106409

Select the Best: A How to Approach

Behavioral interviews are the best tool to identify candidates with the ideal behavioral traits and characteristics that you have selected as necessary for job success. Additionally, certain behavioral questioning will tend to be situational instances. The best behavioral-based questioning, however, will not give away the behavior being verified. As you read the followingtips on How to select the ideal candidate through behavioral assessments below, please note that the behavioral questioning is preceded by behavioral identification and a job description extracted from a comprehensive job survey to make the behavioral questioning more effective and successful.

How to?

  • Start by identifying what you want the employee to do on job.
  • Use job evaluation and write a job description to describe the requirements of the position.
  • Determine the required performance success factors for the job.
  • Determine [by mirroring internal as well as external performance benchmarks] the characteristics and traits of the ideal individual who will succeed in that job.

Benchmarks Mirroring:

  • If you have employees successfully performing the job currently, list the traits, characteristics, and skills they bring to the job.
  • Narrow the list to your key behavioral traits for the job.
  • Write a job ad or job posting that employs the behavioral characteristics in the text. Make sure the characteristics list the same behavior traits.
  • Make a list of questions, both behavioral and traditional, to ask each candidate during the behavioral interview. This will allow for stable legal defense and allows you to make comparisons between the various answers and approaches of your interviewees.
  • Review the resumes and cover letters you receive with the behavioral traits and characteristics in mind.
  • Phone screen the candidates who have caught your attention with their qualifications, if necessary, to further narrow the candidate pool.
  • Schedule interviews with the candidates who most appear to have the behavioral characteristics, along with the skills, experience, education, and the other factors you would normally screen for in your resume review.
  • Ask your list of behavioral and traditional questions of each candidate you interview.
  • Narrow your candidate choices based on their responses to the behavioral and traditional interview questions. Complete the selection process using these recommended steps.
  • Select your candidate with behavioral characteristics that match the needs of the job in mind.

The benefits

Answers to these behavioral questions can help you make comparisons between candidates and their approaches to the job requirements. You will have a good idea about how the candidate has approached specific situations similar to the your own work environments in the past.

The traits & characteristics which have been identified will provide you with the most ideal candidate who will most likely succeed.

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