The typical job fit assessment goes like this:
A candidate gets a series of questions that say something like, “It is very important to you to have a good reason for everything you do,” or “The thought of making a speech frightens you.” Depending on the assessment, the candidate selects Yes/No or chooses an Agree/Disagree rating on a point scale.
On the surface, these questions may seem random or irrelevant, but in fact, they’re carefully calibrated to predict how successful the candidate will be in the role they’re applying for.
Rooted in behavioral psychology, the questions are designed to measure job competencies, or the specific set of traits, skills, and abilities proven to help candidates accomplish job-related tasks and thrive in their work environment.
When the candidate submits the assessment, the recruiter and hiring manager get a report full of rich data that shows them how closely the candidate aligns with the competency model for a particular role.
What’s so great about that? Well, when you put out your job ad, you probably include some list of required skills, experience, and/or education. It can be a long list or a short list (or it might even be a list you have in your head), but if most of your candidates have those qualifications, the applications you get will all start to look the same.
So you look for something, anything to differentiate your candidates. This person called to follow up. That person used Helvetica on their resume. This person filled out an application in blue ink (that must mean something!) And then you start scheduling interviews based on the feelings you have about phone calls or fonts or the color blue.
But when you use a job fit assessment, you have REAL, QUANTITATIVE data—right at your fingertips. That’s why more than 2/3 of top companies screen candidates this way, instead of the alternative, which requires a lot of guesswork.
And now with video, the job-fit assessment gets even better.
You’ve probably never used a video assessment before. A video assessment isn’t a live interview, so it’s not like using Skype or another web chat service. And it’s not like watching a staged video resume either. (Check out my personal favorite, Possimpible!)
Video assessments are different. Imagine asking your interview questions before the interview. But not those same tired questions like “What’s your greatest weakness?” Or some strange brainteaser about gas stations in Manhattan. (See why Google’s People Chief calls these questions worthless.)
The questions in a video assessment are specially designed to evoke detailed answers that are relevant for the role. That means someone applying to be a restaurant manager can get different questions than someone applying for a sales job. And instead of generic self-reporting (“I’m a great problem solver!”), behavior-based questions dig deeper into a candidate’s past experiences and patterns.
Plus, the best part, you get to see how they express themselves, and start to envision how they’ll interact with your team. It’s like seeing your candidates in HD—with more clarity than you’d ever get from a stack of applications.
Like the idea? See it in action.