Before you assess the candidate, define the role!
It sounds obvious – but in many recruitment processes, assessment comes after the hiring team has already formed an opinion.
The CV looks right. The conversation felt good. The experience seems relevant.
But the real question is not only: Do we like this candidate?
It is also: How well does this person match what the role actually requires?
That requires clarity before the process begins:
What does success look like, and which behaviours will the role demand?
What level of complexity will the person need to handle?
What is already present in the team—and what may be missing?
When the role is clearly defined, assessment data becomes much easier to use – not as a final answer, but as a way to structure the conversation and support better decisions.
This is part of the focus in our latest newsletter: how HR can move from simply using assessments to creating more strategic influence in conversations about people, roles, and teams.
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