Measuring the Sensitivity of New Hires

The hiring process can be challenging for employers. A well-thought out, planned and detailed job description is an ideal start, but having a process in place to evaluate not only experience and skills, but also personality is necessary to ensure you are hiring candidates who fit within the company culture.

The job pool is changing. Hiring managers are finding that interviews are more relaxed and personal, which often helps in gauging the work ethic and personality of potential candidates. However, measuring sensitivity is not as common a practice as it should be during the hiring process, explains Kris Dunn with Fistful of Talent.

Measure the sensitivity of job candidates during the hiring process by using a behavioral assessment, Dunn recommends. Personality and behavioral assessments help identify how candidates respond to employee feedback and evaluation, which is a necessary part of any position. High-sensitivity individuals have the potential to become offended or upset when they receive constructive criticism. Reduce the risk of mopping up tears when the first bit of feedback comes their way by identifying how job candidates can handle conflict, controversy or employee feedback during the interview.

Employers do not necessarily have to stray from hiring high-sensitivity people. Sensitivity allows individuals to feel empathy toward one another, which is a positive trait when working in teams or dealing with clients and customers. Employers who can pinpoint the personality and sensitivity level of a job candidate during the hiring process may more effectively place the candidate in a position where sensitivity aids the company, the customer and the employee.

Behavioral and personality assessments are often welcomed by millennials. This generation seeks employment opportunities that are in line with their career goals and that can provide them with purpose-driven initiatives. A personality assessment may uncover a candidate's drive for social awareness or community involvement, as well as high sensitivity, which can help the company to promote its brand and image within the community.

Your company's hiring process needs to address more than just skills and experience noted on a resume and discussed during the interview. The interview needs to dig into the wants and needs of the applicant to determine whether a job offering would be mutually beneficial for both the potential employee and the firm. Effectively determine placement for a sensitive candidate if he is qualified, eager and possesses the desired skills. Explain the evaluation process so employees are prepared and develop thick skin to improve themselves personally and professionally.

Workplace challenges often stem from a lack of information during the hiring process. Be upfront with potential employees and evaluate how they would handle criticism in the workplace to determine if a high sensitivity person is what you are seeking in an ideal employee.

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