Posted On: December 14, 2007, 9:15 am CST

Posted By: Barry M. Gold CAC CSP

Great article... Besides referring candidates for almost forty years as a head hunter, I have also been an observer of the hiring practices of hundreds of brokers, nationwide.

Guess what, I'll bet the turn-over is almost the same for those who test and those who don't.

I believe what a person has done in the past is a good indicator of what he or she will do in the future. How a company does what they do... HAS to compliment how a person does what they do! Companies need to understand this important statement.

Two producers could switch companies and begin to fail, just because of culture differences. What good is it to hire someone used to certain "back-up" or "tools" and expect them to succeed without them?

If a company knows what it takes to succeed at THEIR company...they don't need to do a personality test!

If managers DO NOT WANT TO TAKE RESPONSIBILITY FOR THEIR DECISIONS, then test! The best managers are always talking to perspective candidates and KNOW what they are looking for.

HR loves to test, why? Because most of them (not all) don't really know your business...now do they? !

But, what about head hunters? You can't trust them? Any headhunter?... then don't use them. It might become a lot harder, but hey, give it a go and rely on tests. Head hunters are like good canidates... you have to find one that knows your business and has the experience to partner with you.