A very important distinction to make when using hiring and employee development assessments is the difference between –
- External candidates (those being considered for positions)
- Internal personnel (employees).
It’s pretty simple:
When making hiring decisions using behavior assessment feedback, interviewing, etc., it is smart to default to a “Gatekeeper” mindset. In other words, one’s objective should be to make sure the candidate is up to speed behaviorally and technically for the responsibilities and requirements of the position. If there is any reason to think that passing on a particular candidate might be a good idea, it would be wise to thoroughly evaluate pros and cons before the hire.
When working with employees using behavioral assessment feedback and coaching, the main objective switches to providing all the support and tools to help the person succeed, improve performance, communication, and leadership skills.
A good mindset to have when considering how to use assessment feedback is: