Margaret Graziano of KeenHire has an interesting point/counterpoint discussion going on over at the Fordyce Letter. An old bull of the recruiting game said that the best way to recruit is to get on the phone, call the CEO, and close the deal quickly.
Margaret's response is that assessments should be involved in the front end, not as "another step in the process. When integrated into the employment process, there is no bottleneck.
KeenHire was not created to lengthen the sales, recruitment or closing cycle, it was created to arm 3rd party recruiters with better tools to serve their clients with on the front end. When used appropriately behavioral interviewing (KeenView) places the recruiter as an expert in selection. It sews the recruiter into the selection process and eliminates last minute ‘think about its”. Given the process for effective behavioral interviewing begins with benchmarking the role; the recruiter immediately positions themselves in the key strategic conversations that true account development and management are made of, and frankly is allows for more process control across the board.
Keenhire is an assessment provider and training service, and Margaret has been working to show the staffing world how to use assessments to sell and close more (full disclosure: she was a client earlier in the year, but it not currently).