Below are my comments posted on Forbes.com in response to an informative article on current trends in using pre-employment assessments.My comments:
I agree with the point made in this article that employers should not use a personality trait test exclusively for selection purposes given the lack of validation and objective measurement. The suite of assessment programs I offer from Profiles International (www.GreatJobFit.com) includes pre-employment assessments that are validated and measure each candidate’s job fit based on “success profiles” that show how you measure against proven top performers in that role in that company. Too often companies hire based on competency and initial impression, but fire because of poor fit. Contact us at www.GreatJobFit.com to learn more about our programs that have been used to assess over 45 million individuals over the past 22 years. The investment in uncovering Great Fit Employees has tremendous ROI when compared to the cost of poor hires. Finding “A Players” was the key strategy of Steve Jobs. We can help you find those A Players for your company.Original article:
How To Hire Like Google And Facebook: Evaluating Candidates Beyond Their Technical Ability
Kate Jenkins, Contributor
In a previous Forbes post, we considered the disconcerting reality that while we find ourselves in the midst of an unemployment crisis—one characterized by highly educated candidates who are unable to find skilled work—employers from myriad industries are nevertheless reporting that they’re unable to find the talent profiles they’re really looking for. And evidence indicates that this talent gap primarily refers not to an absence of technical skills, but to an absence of “soft skills,” or what we’ll call 21st century skills. These primarily refer to interpersonal and general analytic abilities like: teamwork, empathy, leadership, negotiation, adaptability, and problem solving.
