Reference Checks and Post Interview Tools
Once you’ve finished your final three or four interviews, you are then ready to narrow down to the candidates to the final two. With those final two, there are a number of tools and processes you can use to finalize your decision and ensure that you are moving forward with the right person.
Immediately following the CIDS Interview, some of the tools and processes that you may want to consider include the following:
Online Personality Profiling – Recommended for all positions
Online personality profiling is a very useful tool following the group and CIDS interviews. Effective profiling can confirm what a hiring manager already suspects to be true, as well as giving more insight into a candidate that management can use for coaching purposes if hired. We use and recommend one of the following four assessments:
- DISC Assessment
- Values Index
- Profiles International – Profiles XT
- Profiles International – Profiles Sales Assessment
- Profiles International – Step One Survey (SOS)
All these assessments are available for purchase in the Individual Profiles Assessments page.
Reference Checks – Necessary for all positions
Comprehensive professional reference checks are a mandatory part of any successful recruiting process. There is no better method to confirm performance ability and level of cooperativeness than receiving a concise reference from a former employer or supervisor. The reference check process is complete with a list of questions and is accompanied by helpful explanations of what to look for along the way.
Assignment Report – Great for all professional positions
The final step for most professional positions is the assignment report tool. Once the hiring decision is mostly complete, prior to the job offering, candidates are asked to carry out a relatively short assignment and report back. This final stage of the process will give great insight into how a person thinks, how they present their work and how they take direction. The assignment will also create some accountabilities for that person (should they be hired) that they have come up with on their own. The assignment report tool includes the directions to be given to candidates along with guidance on what to look for and how to analyze their reports.
Subordinate Interviews – Very effective for management positions
Along with the assignment report, one of the final steps prior to the job offering for managers is a quick round of one or two interviews by their potential subordinates. By involving subordinates within the organization, it serves two purposes, 1) the hiring manager will gain valuable feedback from those employees who will be reporting directly to the candidate should they be hired, and 2) by involving future subordinates, the hiring manager will gain their buy-in on the final hiring decision. This process outlines the purpose and method for executing the 8th step.
Social Assessment – Recommended for sales and management positions
As a last step, prior to any formal job offerings being made, the final two candidates for a given position will be asked to separately join a few others from the organization for lunch or dinner. While in a social setting, extra effort should be made to encouraged social interaction between the candidate and others from the organization. The main objective is to get to know the candidate in a less structured and more social environment so that their true personality is exposed. The sole purpose of the outing is to conduct a final screening for cultural fit. This process outlines a process and guidelines for everyone to follow.