Q: What types of positions should I use this process to hire? A: It is highly recommended for any position over $50k, but let's define it even more clearly. Key positions that are critical to the organization's objectives, all Executives, Management, and Sales because each one of these positions is so costly if you get it wrong.
Q: Can I start with Hire Assurance if I already have final candidates? A: Yes. You can start anytime, although it's generally best to engage us before you begin the hiring process so we can guide you through the critical early stages. After you've actually hired the person is the only time it's too late, but we can help in other ways with that.
Q: Can we implement the assessments anywhere in the hiring process? A: Yes. The earlier the better, but they can be used at the beginning, after a first round of screening, or as a final confirmation of the selection process.
Q: Are there really unlimited assessments for each job? Aren't they usually a few hundred dollars each? A: Yes. Your objective is to hire the right person for the job, not to be concerned about how many assessments you have to pay for. We've seen too many instances where a company ispinching pennies and miss out on assessing an excellent candidate because they were too concerned with cost. As a result, they end up with "just average" employees.
Q: Do we have to complete the team assessments? A: No. We can still tell if the candidate is competent to excel at the job. What we cannot tell you is if they are a fit with the team, and the boss in particular. This may impact long-term staying power, and may prohibit helping you understand how to best manage the person.
Q: Who should be included in the team assessments? A: Most important of all is the future boss of the candidate because it will determine how long the new hire will stay and how well they can be motivated by the boss.
Second most important is the executive team because from them flows the leadership culture.
Any interviewers should be assessed so they understand more about the assessments they will be seeing and how to look for signs of competencies and concerns.
Finally, the team the person will be working with helps to determine a good fit with the team, or at least to anticipate any conflicts within the team. This is particularly useful when introducing a top performer into a group of mediocre performers.
Q: What if we already have a recruiter? A: No problem! We work with internal and external recruiters and many find it clarifying because they spend less time with the wrong candidates and more focused time on the right ones.
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