Put Candidates to the Test
Job Performance Simulation tests are considered to be one best selection assessments available. It's accuracy and value has been proven over the years. Job simulations are like 'miniature replicas of the job'. When used as part of the hiring process, job simulations provide many advantages. Simulations pave the way for reduced bias and subjectivity on the part of the hiring manager or committee. At the end of the day, who really cares if you 'like' the candidate. What really matters is 'Can they do the job?' Job simulations provide a degree of realism where an applicant’s performance can be observed in real time. Simulations also allow applicants to objectively decide whether the job is the right fit for them.
Business owners know the importance of finding the right person for the right job. Hire Quality offers a unique recruitment approach that enables employers to look behind the polished resume and the interview-day charm before they sign an employment contract.
“It’s about showing, not just telling,” says Managing Partner Mike McCarthy about their unusual simulation-based approach to interviewing. “It sorts the wheat from the chaff. Smart candidates know how to interview well. We want to see who can do the job. This is much more value-based.”
The first step in the recruitment process, which is comparable in length to more traditional approaches, is working with the employer to thoroughly understand the position and to determine the key success drivers. “What performance related activities do these people have to do at an 'A+' level to be successful? If employers are not willing to do an in-depth job analysis, we won’t sign on with them.”
Hire Quality then creates on-the-job simulations in order to see the candidates 'in action'. For a sales position, it could mean putting together a territory sales plan, contacting a prospect or making a sales call, activities that they will do if they are successful in getting the job. “If you can’t do that, let’s save everyone a lot of grief and end it now,” says McCarthy. “It’s very fair. Get candidates on stage and let them strut their stuff – you can’t fake this. You can’t 'Google' this!”
While the time commitment for an employer is similar to conducting two in-depth interviews, candidates can expect to invest time researching and preparing for two or three custom simulations. “Candidates will likely work harder for these roles than they ever have before – I’m very up front about that,” says McCarthy. But he adds the job simulation process provides significant benefits for the candidate as well. “We put hurdles in front of candidates. The more they jump, the more they understand and learn about the position, the company, the management, the culture and the industry. Candidates come away with a much better understanding of the job responsibilities and the work environment. Our process provides insight and clarity to both employers and candidates.”
He says he’s received feedback from successful candidates who appreciated being considered for more than their interviewing skills. Unsuccessful but strong applicants also have the chance to capture McCarthy’s assistance, if not that particular job. “I can market those people,” he says. “I know their true skills and strengths. They are not just a resume on my desk anymore.”
With twenty five years in the industry, McCarthy says his company’s approach is more labour intensive, but offers more value at a comparable price to standard recruitment techniques. “I’m here for the long-run,” he says, citing a high rate of repeat business. “I want to be seen as a trusted advisor. You build solid relationships this way.”
By Michele Lawson
The Business Times, June 2011