Crafting Tailored Assessments: How to Ensure a Perfect Fit for Your Organization

As humans, we're always looking for quick, easy solutions. It's in our nature. When it comes to hiring, I've seen countless clients turn to pre-hire assessments as the magic bullet for finding the right people. And sure, sometimes it works like a charm. But that too presents a problem - when it does work, they often think they've cracked the code forever. They stop reevaluating their process, assuming what worked once will always work.

But here's the thing: hiring isn't a one-size-fits-all game. It's messy, it's complex, and it's constantly evolving. Just like your business.

So, let's dive into how we can craft assessments that truly fit your organization like a glove.

1. Understanding the Job and Context

First things first - you need to know the job inside and out. And I don't just mean the bullet points on a job description. I'm talking about the nitty-gritty, day-to-day realities.

In a recent episode of the "How I Hire" podcast, assessment expert Dr. Charles Handler said, "People used to ask me all the time, 'Oh, what's the best assessment?' And you know, immediately my mind went to, well, what are you trying to accomplish?"

Exactly. What are you trying to accomplish? To figure that out, you need to get your hands dirty. Interview current employees, shadow them for a day, and do a detailed job analysis. Trust me, the insights you'll gain are worth their weight in gold.

2. Tailoring to Company Values and Brand

Your company isn't just what you do - it's who you are. Your values, your brand, they're the heartbeat of your organization. Shouldn't your assessments reflect that?

On the same podcast, Handler noted, "…we find companies where the brand is very well known and they want their employees to live that brand."

So, how do you incorporate your brand values into your assessments? It's not about asking candidates to recite your mission statement. It's about creating scenarios and questions that reveal whether a candidate naturally aligns with what you stand for.

3. Ensuring Person/Organization Fit

Here's where things get really interesting. It's not just about whether someone can do the job - it's about whether they fit into your organizational culture.

As Handler wisely points out, "It's not just performing a job. It's about fitting into the context, right? So you've got this person/job fit, which is, 'Oh, you've gotta be able to type, you've got to be able to be flexible.' And then there's person/organization fit."

This is where those generic assessments often fall short. They might tell you if someone has the skills, but can they tell you if they'll thrive in your unique culture?

4. Spreading Measurement Across the Process

Here's a pro tip: don't try to cram everything into one mammoth assessment. Spread it out.

Handler suggests, "You can kind of spread out the things you want to measure across the process ..."

This approach not only gives you a more comprehensive evaluation but also reduces candidate fatigue. Win-win.

5. Simulation Exercises

Want to really see how a candidate will perform? Put them in a realistic scenario.

Handler's a big fan of this approach: "I love the business case problems. And I love making these too, where you'll give someone, 'Okay you know, here's a bunch of data about our fictitious company. You've got a board meeting in 30 minutes, spend 30 minutes creating a presentation to tell them why they need to close this factory and open a new one somewhere else.'"

These kinds of exercises can reveal so much more than a standard interview or assessment ever could.

6. Holistic and Inclusive Approach

Remember, hiring isn't just about ticking boxes on a checklist. It's a holistic process.

As Handler reminds us, "It's just all about looking inclusively at the entire process, because hiring is not just the result of one test."

Gather feedback on every aspect of your hiring process. How was the candidate experience? What did your team think? Use this information to continuously refine and improve.

7. Personalized Understanding of the Business

Finally, and this is crucial, you need to truly understand your business. Not just what you do, but why you do it, how you do it, and what makes you unique.

Handler emphasizes this point: "We like to come in and be able to understand what that really means. That's where the psychologist part of what we do comes in. It's really talking to the people that do the job and really watching the job and saying, these are the human characteristics it takes to do this job well."

In conclusion, while we all wish for a simple, one-size-fits-all solution to hiring, the reality is that effective hiring requires a tailored, thoughtful approach. It's not about finding a magic assessment and using it forever. It's about continuously evaluating, refining, and adapting your process to ensure you're finding the best fit for your unique organization.

Remember, your hiring process is a reflection of your company. Make it as unique and dynamic as you are.

Want to discuss how you can uplevel your hiring process? Reach out to [email protected].