What Are Interviews Missing? 10 Questions HR Should Ask Before Using Behavioral Assessments?

Content Summary

Hiring teams often rely on resumes, screening calls, interviews, references, and background checks to make important selection decisions. Each step provides useful information, but none fully reveals how a candidate is likely to lead, communicate, make decisions, respond to pressure, align with the role, or fit within the team and culture.

This white paper explores what traditional hiring tools often miss and why behavioral assessments, when used responsibly, can help HR leaders reduce subjectivity, improve interview quality, and make more informed hiring decisions. It also addresses common concerns about legal risk, assessment validity, easily gamed personality tools, vendor support, interviewer training, and the importance of using assessment data as one data point—not a yes-or-no decision.

The paper includes 10 practical questions HR leaders should ask before integrating behavioral assessments into the hiring process, with guidance on role targeting, timing, candidate-specific interview questions, post-hire onboarding, and how assessment insight can help new hires and teams build stronger working relationships faster.

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