Often, finding the right candidate for a position can feel like shooting in the dark. Applicants come to interviews on their best behavior, eager to impress and prepared to give the right answers to interview questions. While a firm handshake, a nice suit and a well written resume can project a good image, having objective information about the way the applicant prefers to work is more important. For example:
- Does the applicant prefer to take charge or be a team player?
- Is the applicant focused on building relationships or prefer to work alone?
- When organizing work, does the applicant focus on the big picture or pay attention to the details?
Depending on the type of work required for the position, the answer to these questions can have a profound impact on how well a person fits into the job. For example, great sales people spend much of their time building relationships and feel comfortable and energized by spending time with others. On the other hand, accountants must keep track of details and organize their work by methodically keeping track of information. A sales person who feels uncomfortable around others or a disorganized accountant will have a hard time being successful in their role.
The RightPath behavioral assessments, Path4 and Path6, objectively measure a person’s hard-wired behavior in areas that directly impact workplace effectiveness. According to research by Dr. John Hunter of Michigan State University, there is only a 14% chance of success if the only thing you do when making a hiring decision is interview the candidate. However, by combining background and reference checks with a behavioral assessment, the accuracy of the selection process increases to 75%.
RightPath partners with a wide variety of clients to develop an interview and selection process designed to get the right people in the right jobs. To accomplish this, we use two tools: behavioral interviewing and benchmarks. In order to find out more about these processes, please contact us.