Your process to make selection decisions will vary depending on the type of position you are hiring for. You will most likely at least use an application and interview. I recommend that you use a behavioral interview where you ask the candidate for examples of past behavior (“give me an example” or “tell me about a time when”). Past behavior is the best predictor of future behavior.
There are also many written tests available that can add valuable information to your decision-making process. Testing often contributes more useful information than interviews because tests can avoid bias that often occurs in interviews. However, you must make sure that any test you use is valid (it measures what it is supposed to measure) and reliable (you get consistent results). The test publisher should provide you with research about the test to demonstrate validity and reliability.
Lori Long
