How to Reach the Ultimate Goal
From the application review to the final offer, the entire selection process is really one extensive assessment of an individual’s potential. The importance of this process lies within its ultimate goal - to answer two, central questions:
- Is the candidate right for the job?
- Is the company and the position right
for the candidate
However, the typical interview process just isn’t enough to find the true answers you are searching for. Although it is an important aspect of the entire candidate assessment process, it is definitely not a valid one. Just like you can’t judge a book by its cover, you simply can not judge an applicant by the interview alone. By simply incorporating a valid job assessment and the behavioral interviewing component, you will uncover specific qualities required for superior performance and discover information that no interview, application and resume would ever reveal. Whether the job-related questions are used for pre-screening or the in-person interview, they will be relevant for every applicant interview - keeping the process consistent and compliant with EEOC standards.
