What happens when you start incorporating more data-driven insights into your interview and hiring process? According to Phil Pelleriti, Director of Talent Acquisition at University of New Mexico Hospitals, using scientifically backed behavioral assessments, like HealthcareSource Staff and Leadership Assessments, hiring managers become more empowered to make better hiring decisions. And the impact of data-driven hiring tools doesn’t stop there. Pelleriti told us about the ways in which leveraging assessments has changed how his team interviews, makes hiring decisions, promotes from within, and recognizes staff’s strengths and weaknesses.
Pelleriti has more than 40 years of human resource experience and teaches a class on overall hiring process at UNMH, providing his employees with the tools and support they need to make the best possible hiring decisions. Since implementing HealthcareSource Staff and Leadership Assessments, Pelleriti’s teams have noted how much more confident and prepared they feel to interview and hire (or not hire) candidates.
“What I’ve heard from a couple folks in the class I teach is that they are relying more heavily on the assessments to help them make their hiring decisions,” says Pelleriti. “The assessments are playing a bigger role in their decision-making process.” He always tells his employees to keep in mind that “assessments are not designed to make your hiring decision for you, but it’s another data point to have to help you be more confident in making that hiring decision.”
Better Applicant Data, Better Interview Questions
Pre-interview assessments help hiring managers develop stronger behavioral-based questions. While every candidate must be asked the same questions, assessments help interviewers ask better follow-up questions and probe areas of weakness or strengths — areas they might not have known to probe if they didn’t receive the candidate’s assessment results.
“What I’m encouraging people to do is dig deeper when they’re interviewing,” says Pelleriti. “Over time, I think what we’re seeing is people having more in-depth interviews, which helps us understand our candidates better. It opens up lots of doors to ask a lot of better questions.”
The specific types of competencies the assessments measure also affect how hiring managers make decisions. “Employees are very appreciative of the new competencies in communication, accountability, and emotional evenness in Staff Assessment,” says Pelleriti. “We’re in an acute-care center, in a trauma center, so emotional evenness is really important. People are paying a lot of attention to those three additional competencies HealthcareSource built into the assessments.”
Identifying Leaders with Assessments
Pelleriti also says the assessments help his team make better decisions when hiring or promoting leaders. In addition to providing data to reinforce decisions, leadership competencies can also help highlight existing employees’ potential. Pelleriti recalls his own experience: “We were conducting the interview process for a communications and events manager. When I saw a current employee’s leadership assessment, I was surprised in a very pleasant way. The assessment helped us look deeper into her background and it ultimately enhanced our opinion of her and her capabilities.”
Overall, HealthcareSource behavioral assessments help Pelleriti and his team conduct more objective interviews, improving the entire hiring process. “I really believe in these tools, because I want my people (the hiring managers) to go through their process and feel the best they can feel about the decision they’re going to make,” he said. “Interviewing and hiring is a very subjective process, but we have to work hard to do it as objectively as we can. And these tools help you be objective.”