PeopleRight Consulting

One of the most common questions I get from clients setting up a hiring process is: which assessment do I actually need?

The short answer: it depends what you're trying to measure.

Skills test
• What it measures: can the person actually do the technical task today
• When to use: hiring for a role with clear, testable hard skills (coding, accounting, design)
• Limit: tells you nothing about fit or longevity

Personality assessment
• What it measures: how the person tends to behave and communicate in general
• When to use: team dynamics conversations, self-awareness exercises
• Limit: doesn't tell you whether the person fits the specific role

Job match
• What it measures: how the person compares to the top performers already in the role
• When to use: any role where you want to repeat the success of your best people
• Limit: requires a benchmark, so you have to do the upfront work

Use them in combination, not in isolation. Each one tells you a different part of the picture.

Which one is currently doing the most heavy lifting in your hiring process?

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