Archive for Assessing Soft Skills

This 2-Question BEST Test Beats DiSC, MBTI and PI

This 2-Question BEST Test Beats DiSC, MBTI and PI

Back in the ‘80s I took my first DiSC personality assessment and its cousin, the Predictive Index (PI). Like the Myers-Briggs type indicator (MBTI), these types of assessments involve a series of either/or questions like, “Would you rather attend a beer bust or do root cause analysis?” The DiSC and PI tests concluded I liked to persuade people with a hammer and that I was a weak analyst.

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Posted in: Assessing Soft Skills, Talent Strategy

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Recruiters Must Master These Critical High-Touch Skills to Stay Relevant

Recruiters Must Master These Critical High-Touch Skills to Stay Relevant

Recruiters can play a strategic role in any company, but too often their focus is filling jobs with a reasonably competent person at a reasonable cost in some reasonable timeframe. But as far as I’m concerned, this kind of hiring is an overhead function that can be automated with some combination of an ATS, a chat bot, and a robot. A more strategic recruiter, on the other hand, is someone who can consistently raise the talent bar when the right talent is hard to find. Let the robots fill the easy positions. The recruiter of tomorrow is someone who can fill the hard roles, and take my word for it — in the future, there will be more hard ones to fill. Here’s how to get started.

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Posted in: Assessing Soft Skills, Current Articles

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Assessing Motivation Can Make or Break Your Next Hire — Here's How to Do It

Assessing Motivation Can Make or Break Your Next Hire — Here

In my 40+ years of recruiting, I’ve learned that recruiters often make a critical mistake in assessing a candidate for a position. Simply put, they think a candidate’s motivation to get the job (such as being prepared and on-time for the interview) is the same as their drive to do the job once they’re hired. It isn’t. Since motivation is largely driven by what I call Fit Factors, measuring fit should be the focus of most interviews. This represents the difference between a good and a bad hiring decision.

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Posted in: Assessing Soft Skills

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Here’s a Common-Sense Approach to Predict and Eliminate Turnover

Here’s a Common-Sense Approach to Predict and Eliminate Turnover

A major tech company just made a big brouhaha over its “uncanny” ability to use AI to predict which employees will voluntarily leave a company within the next 12 months. But in my opinion, there are far easier techniques to stop turnover by simply understanding why people change jobs and accept offers in the first place.

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Posted in: Assessing Soft Skills

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Predicting Job Performance Starts with a Phone Call and These Two Questions

Predicting Job Performance Starts with a Phone Call and These Two Questions

As long as the work is reasonably comparable, a track record of preparing well-thought-out plans and successfully executing them time and again is the best evidence you can have for promoting or assigning a person to a bigger job. Getting this evidence is a little bit harder for someone you haven’t worked with before since bias, the use of unstructured interviews and lack of understanding of real job needs prevents an accurate assessment.

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Posted in: Assessing Soft Skills, Passive Candidate Recruiting, Quality of Hire

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