Implementing Hiring Assessments to Improve Construction Efficiency

Presently, there is a misnomer regarding the use of assessments to evaluate job candidates at roofing companies.

First, many employers refer to their assessments as "tests," which is inaccurate. A test is designed specifically to produce a "pass" or "fail" grade and as such should never be used as a hiring tool.

Second, there are numerous assessments that were created with little forethought or are discriminatory in nature.

However, a properly researched and designed assessment is a valuable tool for assisting companies in finding the right fit for a position. Such assessments simultaneously provide critical information to the applicant regarding his or her strengths and how to improve performance in specific areas.

At Dave Yoho Associates, we have been recommending the use of assessments for over 50 years. We specifically suggest our clients use the DiSC personality and behavioral assessment, which detects potential roadblocks that might not be apparent in a conventional interview and helps teams improve their collaboration, communication and productivity. According to the creators of this assessment model, "At its broadest, DiSC measures four aspects of personality: dominance (D), influence (i), steadiness (S) and conscientiousness (C)."

The DiSC assessment can assist roofing companies in the following five areas:

Further, it provides direction to contractors on how to effectively:

To make sure you are hiring someone who is an ideal fit for your company and the open position, you need to equip yourself with information that cannot be uncovered in an interview. DiSC assessments are a great tool to have in your kit for this purpose.