Why use psychological assessments? With the pressure to find the right people in today’s hiring environment, the timing may be right for Pilat response.
First, a reminder. It is tempting to say, “Let’s look for the right experience.” That is a good and logical place to begin the search. However, experience is not enough to make a good hiring decision. You’ve learned that the hard way. The resume can lead to quick decisions that are later regretted. And rarely does a month pass that some celebrity, politician, or coach is not in the news for lying on a resume or interview. It is so easy to write an impressive resume, and AI makes it even easier. Still, it is critical to ask: “What does the job need, and has this person done it or shown the capability to do it in the future?” (I wish we would do this with Presidential candidates in election years!) The adage still fits: Past behaviour is the best predictor of the future. A skilled interviewer is needed to find the relevant information by looking carefully at the past and asking questions about what was done and why.
However, understanding past behaviour is insufficient to make a good hiring decision.

There are many characteristics of a good hire. Knowledge and skills are a significant component, but what about integrity? If you could test your job candidates to reveal their scruples, would you? Learn more about integrity testing options and the job fields most likely to use them.

Integrity testing is an interview or survey that relies on candidates to self-report their tendencies toward certain behaviors. From their answers, employers can better understand a candidate’s likelihood to take honorable, honest, and reliable actions. This kind of personality test can provide insight into the problems an employee may cause before they are hired.

While not a perfect tool, it can limit liability, provide an idea of the candidate’s dependability, and contribute to a safer work environment. Most integrity tests are used with other corroborating hiring process tools, like background checks, drug tests, or employee reference requests.

There are two types of integrity tests:

• An overt integrity test directly asks about dangerous or counterproductive behaviours.
• A covert integrity test uses a personality-type test to determine likely integrity issues.

In both types, the effectiveness of tests relies on candidates answering questions honestly.

Since the more honest people are likely to admit to their faults, it’s possible that these tests can be overly critical of suitable candidates. If you have a large candidate pool and don’t care that you may be excluding top talent, this is simply another way to cut through the candidate list. For those industries where skilled, honest workers are hard to find, take these results with a grain of salt and don’t rely on them solely in your search for ethical employees.

Hiring new employees is a critical part of any business. For a small-to-medium-sized company, though, mistakes can be exceptionally costly. Many companies have begun incorporating psychological testing into the hiring process to mitigate the risk of a hiring mistake. But what role should these tests play when hiring key executives?

Several characteristics contribute to a key executive’s success. Certainly, the executive must have the background and aptitude to perform the job. However, fitting in with the company culture can be just as crucial to their success, especially within a smaller organization.

Business management software provides various benefits. Here are some of the most important ones you should know. Efficiency and effectiveness are at the core; however, more benefits exist.