Do you use third party testing or evaluation services when hiring remote workers?
For some of our key positions, we do require that the candidate take a sales assessment test administered by a third-party provider. This helps us not only to assess strengths and weaknesses, but it also gives us insights related to the person’s work style, management style, etc. We conduct reference and background checks too.
We have historically used StrengthsFinder and the Predictive Index to help during an assessment. More importantly, every person hired is required to complete a small on-the-job project during the hiring process. This allows candidates the ability to show their actual work, creativity, and ability to solve problems.
Not to my knowledge, although we’re continually looking for ways to improve our hiring process to remove bias, promote diversity, and generally make it a better experience for everyone involved. It can be hard to ensure the whole process is smooth when you have third-parties involved, but when you find companies to work with that share your vision for what the hiring experience should be like, it’s definitely worthwhile.
We design prescreen assessments for all candidates as part of the interview process using a 3rd party platform to host the forms. In addition, we use a 3rd party background check service for all new team members and unlike some companies, we actually call all of the candidate’s references. While they are obviously likely to give references who will recommend them, we ask specific questions about their performance which gives us the insight we need about their potential success at Greenback.
Our accountants also go through an evaluative period where they are given faux tax returns to prepare and our most experienced accountants review those for accuracy. We make sure that every accountant can prepare the returns accurately, ask the right questions about the individual’s situation and communicate effectively before placing a customer’s return in their hands.
Our process is thorough and time-consuming for both HR and the candidate, but finding the right team member is critical to our success.
We consider this one of our differentiators to our competitors, as we prefer to do this on our own rather than use a third-party service like HackerRank or Codility. While those services are able to identify great developers, they don’t test for the experience that we’re looking for.
We want to identify talent that has survived in the trenches of some of the most challenging, unexpected situations that often come with projects in our industry. And what someone does in those situations can’t be judged by a 1-100 score or a right or wrong (as most services often grade them), so we like to see what sort of creative solutions they come up with before casting any judgment. As it stands today, only our own unique vetting process has been able to discover this quality of talent.