• Robert A. Dougan, M.A.

Pre-Hire Assessments Should Be Used Post Hire For Onboarding, Training & Coaching

Updated: Dec 29, 2021

How are you leveraging your pre-hire assessment for onboarding training & coaching?

Often this doesn't occur as often as we would like in companies where there is a sharing of critical information about a hire and how it can be leveraged to ensure their success post hire. A great pre-hire assessment should do two things:

1) Provide the hiring manager or recruiter with critical information of a person’s potential for success in the role on a variety of skills for example:

  • Personality

  • Communication Style

  • Attitude

  • EQ

  • Cognitive

  • Hard skills

2) A pre-hire assessment should not stop at the hiring process but also be leveraged post-hire to provide information on:

  • How to guide hiring managers, trainers, and coaches to better navigate those relationships with the new employee.

  • Potential gaps to overcome early in the onboarding and training process.

  • Self awareness for the employee on their strengths and growth opportunities to succeed and develop in the role.

The Self Management Group's Predictor of Potential (POP) assessment does exactly that where it provides you pre-hire information to ensure you can better predict a hire who will perform and stay with you. Plus, it can also provide you post-hire coaching and training suggestions based on the person's personality traits for both the manager and employee. Organization that have alignment between talent acquisition and talent management have a better line of sight to achieve success.

Talent acquisition role is to predict who will perform in the role and be retained. Therefore, a good pre-assessment will be part of this process to help identify some of these strengths and gaps. However, a pre-hire assessment once it is used in the hiring process then should become a post-hire assessment whereby talent management can use it for onboarding, training, and coaching. It is critical to pass along key information from one area to the next. Unfortunately, when it doesn’t happen then it naturally becomes a blame game when things don’t work out where recruiting accuses talent management and vice versa of not doing there job properly.

Do not let your pre-hire assessment just be a phony paper trail where you only use it and forget it about it. Leverage this information every step of the way on a candidate/employee’s journey to ensure success in your organization.

To learn more how you can leverage your pre-hire assessment in the post hiring process contact us at RAD Potential.

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