Pre-Hire Assessment Plan

In order for an organization to be successful they must hire and retain talented and productive employees to keep the business going strong. In order to ensure that the organization is hiring the correct employee the business must come up with an organized plan, or a pre-hiring assessment plan to properly screen all potential candidates for the job. According to an online article from A&R Associates, interviews alone cannot properly screen a potential hire, the interview is only about twenty five percent accurate in placing the proper individual (A&R Associates, 2013). If an organization was in the process of hiring for the open position of the President of a major retail store chain they would want to ensure they had a thorough pre-hire
For a position as high up as President it is important for the company to screen the candidate for how strategic, rule conscious, motivating, and emotionally intelligent they are by administering cognitive, personality, and ability tests (Fisher, 2011). Once the organization has developed the necessary pre-hire assessment plan it is extremely important that the staff members administering the interviews, tests, and analyzing the results are educated regarding this process and that they understand they must keep this information confidential (Fisher, 2011). The employer should also give feedback to candidates that are not hired to ensure they are aware of the reasons. This will not only minimize the potential that candidates think there is a discriminatory reason they did not get hired it will also help them in the future hiring process (Fisher, 2011). Overall it is necessary for an organization to employ a pre-hiring assessment plan to keep the playing field fair; however, it is equally important to ensure this process is assessed by employing assessment experts to ensure all is implemented fairly and that it adheres to EEOC and ADA policy (Fisher,