7 Must-Do Steps After Selecting a Candidate

By Team Hireology,
December 9, 2016

The smartest way to make a quality hire is by fully assessing your top candidates in the interview process. It’s the only way to fully gain the insight needed to understand how these candidates will most likely perform in your open roles. Without this information, HR managers put themselves at risk for potential employee turnover.

You’ve selected a great candidate, now what?

Let’s say you’re hiring to fill an open position. You already went through the various resumes and selected your most qualified candidate-what’s next? Too many HR managers fall victim to ‘rushing the process’ when making a hire, which then leads to an increase in the likelihood of making a bad hire or eventual employee turnover. To help HR managers avoid these issues, here are the 7 must-do steps after selecting a candidate to ensure you’re making the best choice possible in your new hire:


1) Test For Hard Skills

The first next step in confirming you are selecting the right candidate for the job would be to test his or her hard skills. These are fundamental tests that analyze the candidate’s technical skills related to your open position, such as math comprehension or Microsoft Office skills. No matter what position you’re hiring for, you’re going to want to know whether or not this candidate has the abilities to perform the job well.


2) Test For Soft Skills

Similar to testing for hard skills, you’re going to want to test your candidate for his or her soft skills next. These skills are the less technical, but necessary for most jobs, such as social etiquette, listening skills or customer service capabilities. Soft skills tests are a great way to figure out whether or not your candidate has the correct work habits to get the job done the way you and your dealership prefer.


3) Utilize a Caliper Assessment

Caliper tests have proven to be the best predictor of a candidate’s success, with assessments tailored and scored uniquely to each role’s job description. These test for your candidate’s role fit, abstract reasoning, and problem solving skills. Once a candidate submits their assessment, Caliper’s team of psychology professionals reviews the results, mapping responses to attributes aligned to a specific job description.


Caliper evaluates each role individually, knowing that the skills and traits needed for success vary from position to position. When it comes to gauging your candidate’s potential, a structured interview process, an abstract reasoning assessment and Caliper aptitude test are the best ways to predict success.


4) Use Reference Checks

If your candidate scored well on the hard, soft and Caliper assessment tests, the next step would be to conduct reference checks. While testing is a great way to measure whether or not your candidate is the best fit for the job, it’s also helpful to get the inside scoop from your candidate’s peers and former managers. You’re not going to understand your candidate’s work habits, behaviors and past performances were unless you talk to a good source. That’s when reference checks come in handy.

5) Apply a Background Check

By this point, assuming your candidate scored well on the tests and had great reference checks, the next step in hiring your candidate would be conducting a background check. Not every job requires a background check for candidates, but we strongly recommend doing so. It’s a simple and necessary step to take. The last thing you want to deal with is having to fire your new, all-star employee after because he or she has a hazy past that’s tarnishing the business and reputation of your dealership. The best way to avoid this nightmare is by doing a quick background check on your candidate.


6) Complete Candidate Onboarding

At this point in the interview process, your ideal candidate should officially be hired. He or she has signed the contract and are getting ready to start their first day of work in a week or two. The next step to guarantee your candidate, or new hire, gets off the right foot is by completing employee onboarding.

Onboarding picks up the process as soon as someone accepts a job offer from your dealership. It helps the new hire through all of the things needed for a successful onboarding: personal information, tax details, and company materials each new hire needs to verify and complete.

When done the right way, onboarding also transfers candidate information to the new hire onboarding process, saving time and eliminating errors.


7) Use a DiSC Assessment

The final must-do step after selecting a candidate, who by now should be your new hire, is using a DiSC assessment. This test is most useful for managers so that they can understand their new employee’s personality and cater their managing styles to best support that person. Hireology recommends using a DiSC assessment, which stands for the four primary behavioral drivers: Dominance, Influence, Steadiness and Conscientiousness.

This type of test helps you find out a number of different things. What kind of management style a candidate has, their personality type, how they like to be managed and given feedback. So even if you’re not hiring for a management position, you can still be aware of the personality type of the person you are hiring.

Want to learn more about using candidate assessment tests? Download the complimentary guide below to make sure you’re hiring top-notch talent.

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