by Ben Hess, Managing Director, ThirdPool Recruiting
According to RIS Media, an increasing number of real estate companies are using assessments in the hiring process.
In an industry where the entry-level barrier is relatively low… brokers are looking for ways to separate the possible rainmakers from the low-producing crowd.
If you’re adding an assessment to your hiring process, here are some things to consider.
Design. Researchers usually create an assessment to solve a unique problem. Complications arise when users attempt to apply the assessment to a new problem.
Before using an assessment for recruiting, find an answer to this question: Why was this assessment created?
Effective. If a police officer uses a radar gun to issue speeding tickets, it is important the instrument measures speed reliably. In the assessment world, this measurement is called test-retest reliability.
For hiring, it’s important to use an assessment with a high test-retest reliability coefficient. Ask assessment vendors for this data so you can equitably compare one vendor to another.
Lawful. Using assessments in the hiring process carries some legal risk because they can inadvertently discriminate in inappropriate ways.
The EEOC has produced a summary of their employment test and selection procedures that is worth reading before adding an assessment to your recruiting process.
Every successful recruiter relies on a set of tools to get the job done. If assessments are part of your toolkit, make sure to use them wisely.
