With all of the proven technology that exists today, it is amazing how interviewers keep coming up with bad questions and situations to use with job candidates. One manager at Charles Schwab says that he watches how someone reacts to a bad situation at a restaurant and uses that to determine how the person will perform in the job.
From years of looking at behavioral assessments, I can tell you that this is a highly unpredictable process. For example, I know a naturally dominant person who has a strong need to take charge of any situation who can be very flexible in such situations. He’ll tell you that it is more important that the meeting go well than that he gets exactly the food he ordered. From his lack of assertiveness with the server, you might take him for weak. In fact, his strength is in ignoring the problem and focusing. The Schwab manager might miss my friend and would thus miss a very strong sales producer.
Behavioral assessments were designed to give mangers a better way to understand people and how they will perform in the workplace. Done correctly, they can dramatically improve the accuracy of hiring. Give them a try. Contact us today for a free demonstration.