Employers Make Better Hiring Decisions Using An Online Reference Checking App That Uses Logic | Article

Brain powerHow do employers figure out who is the best candidate for the job? In the old days, you could post a job online and wait for resumes to come trolling in, clogging your inbox.

However, today resumes are increasingly less helpful in determining how successful a candidate will be, and the mundane act of resume scanning has proven all but obsolete.

“Technology and science have transformed employee selection,” says Greg Moran, CEO of Chequed, an outsourcing provider specializing in helping employers answer that quintessential question. “But the ability to efficiently and effectively assess candidates at the beginning of the process has been left behind.”

Too often recruiters rely on subjective resume scanning that is both time-consuming and futile. Meanwhile, the resumes themselves are not strong indicators of how a candidate will actually perform once on the job. Therefore, relying on these assessments to determine whether to filter out a candidate leads to too many false positives and missed opportunities.

Chequed finds that by “connecting talent selection to business results” with candidate assessment tools like ChequedFit, recruiters can produce improved results more quickly. The company created the online questionnaire by studying the behaviors and competencies critical to top performers in hundreds of positions and subsequently generated comprehensive benchmarks for each respective position. Then it automated the reference checking process by simply asking the prospective employee to fill out a 20-minute questionnaire. “The assessment is quick, online and can assess multiple characteristics,” reports Moran.

The resulting assessment not only lets employers see how the candidate stacks up next to the perfect employee for the job through its easy-to-read graphs, but it also provides a more in-depth analysis through an executive summary as well as recommended interview questions.

And the assessment is also predictive. It includes sections telling the employer where that person might stumble and how to help them succeed if the company does hire them.

Since every company is looking for something different, the application allows each user to develop its own benchmarks. “You can customize the application to a degree,” says Moran.

By using a predictive, automated assessment on the front end of the hiring process, all candidates are screened objectively and in a more consistent manner, furthering an employer’s compliance with hiring standards. The assessment results can also be easily disseminated to anyone involved in the hiring process, so that each decision maker is working from the same baseline of information.

Employers can add to this information with ChequedReference, an automated reference checking software solution, which makes recruiters even better equipped to make appropriate candidate filtering decisions. What’s more, these programs set the stage for a structured, meaningful interview process that will most effectively identify the right candidate.

The application started as a research project at SUNY Albany. It entered the marketplace in 2010.

How Chequed Works

By Appointment Only, Inc. (BAO) does cold calling for high tech companies. Henry J. Glickel, manager of talent acquisition and retention, says BAO uses an extensive, seven-step evaluation process before it brings a new employee on board. This includes an interview as well as ability and personality tests.

In addition to determining whether the prospect has the right skill sets, the Chequed online application lets prospective employers know something as simple as: Can they follow directions? He notes it takes five steps to get to the online assessment. (First you have to open the email….)

Most BAO jobs have 17 skill sets. Candidates’ scores range from 0 to 100. At BAO, for example, “positive emotionally” has a preferred band of 30-60. Glickel says he points out to the hiring managers anyone at either end of the scale may not be the right fit.

After using the assessment for awhile, BAO adjusted some of the ranges in its questionnaire to get an even better match. Moran says Chequed has basic bands and has also calibrated each band based on national statistics; then each company can tweak the range for a better fit.

“The assessment tells you what actions motivate your behaviors. We know why you engage in certain activities,” says Glickel.

BAO interviewers study the Chequed assessment before the face-to-face job interview. “With this in-depth knowledge at hand, they can concentrate on other interview questions,” says Glickel.

Eighteen months later BAO typically rereads the assessment to assess its veracity. “We’ve found the Chequed assessments predicted actual performance,” the BAO executive reports.

The application’s benefits

Sometimes the candidate is a great fit but doesn’t have all the skill sets required to do the job. “The Chequed assessment tells our managers what this person has to work on to improve,” says Glickel. “It helps our managers become better coaches because now they know what to concentrate on. And we can do it much earlier in the employee’s career.”

BAO provides the appropriate mentoring. “This helps the new employee become productive faster,” he says.

In addition, the science behind the assessment has lowered the number of mishires. “A good assessment, a thorough interview process and good on boarding increases the positive perception of your company and reduces turn over and job abandonment,” reports Glickel.

Glickel says the professionalism of the survey has “created the perception that we are serious about hiring.” His team also offers to share the assessment with every candidate. “This shows we do care about them, even if we don’t hire them,” he points out.

He says the Chequed application helps his team make more accurate decisions when the candidate:

  • Isn’t really a good interviewer
  • Has a different kind of resume

My results

I’ve been at the Outsourcing Center 13 years and have no intention of leaving until I retire. But I was curious about the application. So Glickel and I selected a job at BAO that I might be qualified for. Then I took the assessment questionnaire.

The format was simple. The questions were straight forward and easy to understand. The test took me an hour to complete.

Surprise! I wasn’t a perfect fit. However, I found many of the results enlightening. I will be a better employee as a result. And that’s the whole point.


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