Have you ever hired someone you thought was the perfect candidate for a role only to discover they did not have some of the skills you thought they had? 

I have.  â˜¹ 

I once interviewed a candidate for an accounting role, and they seemed to be the perfect fit. We were both excited they were joining the team, and things got off to a good start. Then, we hit the roadblock – one we could not overcome. 

 During their interview they had expressed the ability to perform multiple tasks in Excel – such as sorting, filtering, and more, all of which were necessities for completing the role’s responsibilities – however when it came time for these skills to be applied in their day-to-day tasks, we quickly discovered their experience with Excel was limited to data entry into files that others had created. Unfortunately, regardless of the methods we used to expand their skills, it was decided that this was not the right fit for either of us.

 It was at that point I decided a would administer skill assessments – or tests – during interviews moving forward.

 I felt a personal responsibility to make sure I was not only hiring the best person for the job but making sure it was an opportunity for them to perform at their best, and even be able to grow to make sure we were both set up for success!

 While tests/assessments are not uncommon in interviews, each one should be broad enough for the basics, yet specific enough for the job requirements.

 So, when I develop assessments these are the 3 steps I focus on.

1. Include a range of the functions essential to the role.   

a.      With an Excel test, as in my situation, I would maybe include some sorting, filtering, “Save As” vs “Save” and formatting (color, fonts, etc). 

      b. Try to cover functions that range from simple to more difficult steps. (i.e., You can sort A-Z, but how about custom sorting?) 

  2. Design how you want to deliver the test instructions (File, written, verbal, etc.). This will allow for you to observe their reading/listening, interpretation and communication skills.

     a. If you explain what they need to do, do they take notes or ask questions? 

     b. What kind of questions do they ask about completing the task? 

 3. Allow 3-5 mins to discuss their results. 

    a. Let them know where the issues are. 

    b. Discuss why they made some of the incorrect decisions. 

              - Did they misunderstand? 

              - Is it something where additional training might can be done? 

While administering tests during the interview process is helpful, you must also allow for some imperfections. The true goal of the test is to determine if a candidate has, or can acquire, the skills needed for the role, and if it can be a successful fit.

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