Check out a demo of our Screen2Fit process. Learn how to more effectively screen through candidates and find those that fit the job.

Where do you insert a personality assessment into the hiring process? Both time and cost are factors; but the less it costs to include an assessment, the more sense it makes include them sooner in the process. Without the insights you gain about the person, the resumes you’ve read, might just be getting more familiar with the current applicant pool … but not the best use of your time!

Anyone who hires will tell you it’s not easy to identify and select good candidates – making it important to ask: are you including the right factors, and do you know which are most important for top performance?

Both people AND JOBS have personality. So before we hire, we need to define the personality of the Job. For example, how aggressive or talkative do you need that sales person to be? When we have defined the ideal personality for a job, we have a benchmark against which to compare the personality of a Candidate.

How do you know which you are seeing in an interview – traits or behaviours?

Knowing the difference ensures the person you interviewed is the same one that will show up to work the first day – and every day!

What factors drive performance in the workplace? Which one can make the greatest difference? Why? This factor is not the easiest to assess; but failure to do so can impact the performance of an entire organization.