Have you ever hired someone who looked amazing on paper, crushed the interview, but once on the job, made you question your life choices? Yeah, me too. After 20 years in Talent Acquisition, I have either directly hired, or built processes that hired thousands of people. I have made A LOT of bad hires along the way.
It was relatively later in my career that I came to recognize the incredible impact of behavioral science-based hiring assessments. These beauties are the secret weapon your hiring strategy has been missing; they helped me drastically improve my overall quality of hire.
Let’s dive into why they’re a game-changer.
Reason #1: Validity of Results (a.k.a. They Actually Work)
You know those personality quizzes you take online? The ones that tell you which kind of sandwich you’d be? Yeah, behavioral science-based assessments are NOT that. These are meticulously designed tools that measure real job-related traits—you know, stuff that actually predicts if someone’s going to crush it at work.
Studies have shown that these assessments are among the best predictors of job performance. They beat out resumes, interviews, and that gut feeling you get when someone’s handshake is too firm (or too floppy). Why? Because they’re rooted in science and data, not vibes. But—and this is a big BUT—the assessments must be validated for the specific role you’re hiring for. Otherwise, it’s like using a thermometer to measure your weight: completely useless…and a little weird.
So, step one is making sure your assessments have been put through the scientific wringer. Not only does this improve your odds of hiring the right person, but it also protects you from potential legal headaches. Trust me, no one wants to explain to a judge why they’re using a “What’s Your Spirit Animal?” quiz to hire a CFO.
Reason #2: Reduction in Bias (Finally, a Fair Shot for Everyone)
Let’s talk about bias. It’s sneaky, pervasive, and often unconscious. Even the best-intentioned hiring managers and recruiters fall prey to it. Maybe you’re drawn to people who went to your alma mater, or maybe you’re unconsciously judging someone’s fashion choices. Either way, bias can lead to bad hires and less diversity.
Behavioral assessments are the ultimate bias busters. They don’t care where someone went to school or whether their LinkedIn profile photo has too many filters. These tools evaluate candidates on the traits that actually matter for the job. It’s like giving everyone a level playing field, with referees that actually know the rules.
There’s research to back this up. A Harvard Business School study found that structured assessments significantly reduce bias. Translation: your hiring decisions will be less “I like this person” and more “This person has what it takes to succeed.” Plus, using these assessments can boost your reputation as a fair and inclusive employer. Win-win.
Reason #3: Managing Candidate Volume (Without Losing Your Mind)
If you’ve ever posted a job and immediately been buried under 500 resumes, you know the pain of candidate overload. It’s like trying to find a needle in a haystack, except the straws of hay are sentient. Well, now I'm going to have nightmares.
Behavioral science-based assessments are a lifesaver here. They help you quickly identify the candidates who have the right stuff, so you’re not wasting time on people who don’t. Imagine going from hundreds of resumes to a shortlist of top contenders in record time. It’s like having a hiring superpower.
And here’s the kicker: these assessments also improve the candidate experience. Instead of ghosting applicants or leaving them hanging, you’re providing a clear and fair evaluation process. The best assessments even provide constructive, actionable feedback. Candidates will thank you for it (or at least not hate you). Happy candidates = better employer brand. Better employer brand = more awesome applicants. It’s the circle of hiring life.
The Big, Bold Disclaimer: External Validation Is Non-Negotiable
Now, before you go all-in on assessments, let me emphasize one thing: external validation is EVERYTHING. If the assessment hasn’t been rigorously tested and proven to measure what it’s supposed to measure for your specific job roles, then it’s just a fancy waste of time.
Unvalidated assessments can lead to bad hires, legal trouble, and a lot of awkward “Whoops” moments. Make sure you’re working with providers who can back up their tools with solid data and proof.
Wrapping It Up
Behavioral science-based hiring assessments aren’t just a nice-to-have; they’re a must-have. They’ll help you hire smarter, reduce bias, and keep your sanity when the resumes start flooding in. But remember, the magic only works if the assessments are properly validated for their intended purpose. Do it right, and you’ll wonder how you ever survived without them.
And hey, if you’re ready to explore how assessments can transform your hiring game, check out Affintus. Their tools are built on science, rigorously validated, and designed to help you hire with confidence. Because life’s too short for bad hires.