Finding those just-right people to fill significant roles in your organization isn’t always easy. The quest for qualified talent is an ongoing challenge for most recruiters. The trick is to find promising candidates effectively and efficiently.
XQ Innovation’s pre-employment screening can be the solution to this dilemma. It can give you all the information you need to choose the people who will be a good fit for your company.
Here’s what you need to know about how the pre-employment screening process works and how it can benefit you.
What Is Pre-employment Screening?
An effective pre-employment screening process can help you sort the wheat from the chaff. It’s a way of evaluating potential hires to see how well they might fit into your milieu. It usually involves testing an applicant’s aptitude, intelligence, skills, and behaviors in real-time.
Which Pre-Employment Screening Methods Are Used?
We believe that the key to successful pre-employment screening regardless of the industry lies in behavioral assessments. When you look at the other measures, things can get a bit dicey. Here are the screening methods that we use:
DISC
When we evaluate a candidate, we look at that candidate’s style of getting things done. The four styles of this behavioral assessment are dominance, influence, steadiness, and compliance.
Most people express a mix of these styles, but one or two expressions are usually dominant. Knowing a candidate’s style can tell you how likely that candidate is to fit the bill.
12 Driving Forces
Motivators reveal why people do things. We assess a candidate’s motivators using six indices. The results show which motivators drive a person’s behavior and how strong those motivators are:
- Knowledge
- Utility
- Surroundings
- Others
- Power
- Methodologies
Each motivator is measured on a continuum, and each end of the continuum represents the strength of particular motivation. The result displays someone’s cluster of driving forces.
Emotional Quotient (EQ)
EQ or emotional intelligence is the ability to “perceive, process and regulate emotional information accurately and effectively, both within oneself and in others and to use this information to guide one’s thinking and actions and to influence those of others.”
High levels of EQ bestow the ability to use emotions to increase collaboration and productivity in the workplace. EQ is measured on five levels:
- Self-awareness
- Self-regulation
- Motivation
- Empathy
- Social skills
Forbes reported that most employees value empathy in the workplace, but 92% of employees believe it’s undervalued. These soft skills can make or break a deal. They are becoming increasingly important in today’s workplace.
Competencies (DNA)
This measure fleshes out a potential employee’s top personal skill sets. It does so based on a candidate’s score on 25 research-based skills necessary on any job. This test can tell you whether a potential hire has the skills required for a position.
Acumen Capacity Index (ACI)
ACI measures how people see themselves and the world around them. It reveals how people process information based on their thought patterns and distinguish between good and otherwise.
How These Assessments Help Employers
Pre-employment screening gives you a reasonably accurate and thorough picture of who someone is and how well they might fit in at your company.
For example, do a potential hire’s motivations align with the job that person will be doing? If so, it’s a good bet that they will be fulfilled by and engaged in their work.
Screening can weed out the so-called bad apples and save you the trouble. If someone is dishonest, you’ll know it.
With XQ Innovation, you’ll significantly reduce the chance of making a bad-fit hire, as well as minimizing employee turnover. It saves time, and time is money.
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