6y
First off, thanks for taking the time to share your experience of the recruiting process. Candidate experience is important to us and this feedback is really valuable. That said, I'm troubled that your experience was such a negative one. We get an overwhelming number of applications every year and we make a concerted effort to communicate, at an absolute minimum, at least twice with everyone. Those communications should always include a message at the time that we take a candidate out of consideration for any reason.
To speak to the assessments briefly, I want to highlight something very important. We do not have "behavioral standards" to which candidates and employees are held. We use these assessments (there are two: a personality assessment and an aptitude assessment) to allow us to expand the list of candidates in consideration, not shorten it. Most recruiting processes first conduct some kind of recruiter screen of the resume to answer the basic question, "is this candidate qualified to do this job?" At SecureLink, we care less about someone's last job, whether or not they attended the "right" school, or had the "right" internship, so we just skip that step. In an effort to consider a more diverse group of candidates, including non-traditional candidates (like those going back to work after staying home to raise kids, those making a career shift, etc.), we assess aptitude and personality. We find this atypical process to be extremely predictive of success in our environment (about 4x more predictive than interviews, in fact).
We hope this helps you understand the value we see in these assessments and why we've integrated this step into our recruiting process, but if it hasn’t, I’d be glad to discuss it further with you. Feel call our office at 512-637-8700.
Lexi Jones, VP of People
