In episode 93 of “The JoyPowered® Workspace Podcast,” JoDee and Susan discuss pre-hire assessments with Phil Devendorf, President of PDServices, and Mellissa Boggs, Executive Vice President of Employee Experience at Kite Realty Group.
The concept of bringing assessments into the hiring process became popular in the 1970s. At that time they were done on-site with written multiple choice questions. Over time, the process moved to calling an automated phone number, then completing assessments on computers, and eventually over the internet. And assessments continue to evolve.
Phil Devendorf joins the podcast and explains why trusting your instincts may not be a great idea when you’re making hiring decisions; objective data can make the process more successful. He also shares his advice on where to go first when you’re thinking about adding assessments to your hiring process. Phil has seen many assessments out there, from “employee-only” assessments like DiSC and Myers-Briggs, which shouldn’t be used in the hiring process, to hiring assessments measuring core behavior and cognitive ability, and even skills testing for specific jobs. He gives some insight into how hiring assessments determine job fit and reasoning ability.
Mellissa Boggs calls in to share why and how her organization uses assessments. She stresses the importance of knowing what it is you want to manage and what you’re trying to learn from the assessment. Mellissa explains how assessment results are often used in her organization when managers are having challenges with employees. Finally, she discusses that it’s crucial not to think of an assessment as the answer, but simply added visibility into a person.
In this episode’s listener mail, a listener wonders how to get employees to take an active part in understanding and managing their benefits. In the news, companies have come together on a nonpartisan initiative called “Time to Vote” to provide ways to encourage employees to vote on election days.
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