Selection Success Guide

In This Article

• What does Caliper add to the selection process?
• Where do I start?
• Who should receive the assessment, and when?
• Selecting report options
• Compliance and best practices

What does Caliper add to the selection process?

You’ll have many pieces of information at your disposal during the selection process - résumés, references, interviews, and more. Including Caliper in this process provides objective data points to support your hiring decision. It lets you know the personal motivations and work styles that can help or hinder your candidate’s success. 

Once your candidate takes the Caliper Profile, you can generate as many report types as necessary against any job model. Multiple reports can be processed as needed without requiring the candidate to complete additional assessments.

Where do I start?

Here are three key ways to kickstart using Caliper for Selection:

1. Set up your first assessment whenever you’re ready. Instructions for doing so can be found in our guide: Ordering Your First Assessment.  
2. Inform your candidates about the assessment. Let them know when to expect it and what it will be used for. Guidance on how to inform your candidates can be found in Resources for the Assessee.
3. Get trained to use Caliper Analytics™. If your license with Caliper includes a subscription to Caliper Analytics™, you will have access to a powerful tool for comparing and analyzing your candidates. See our Analytics Success Guide to get started.

Who should receive the assessment, and when?

We recommend assessing all of your candidates, be they internal or external, so that you have the same data at your fingertips for each. There are a variety of approaches you can take for when to include the assessment in your process. A few of the most common are:

1. Assess all applicants to narrow down the candidate pool. The Caliper Profile should be one component of the screening process. As the full assessment typically takes 60-90 minutes to complete, we recommend that you screen out résumés that do not match the role before assessing all candidates. 
2. Assess candidates after your first set of interviews. By interviewing first, you have the advantage of comparing your unbiased interview impressions to the Caliper Profile results. You can then follow up with your candidates on any surprises or challenges in your next interview. 

Whatever timing you choose, we strongly recommend using a consistent process for all of your candidates for a role.

Selecting report options

For your first assessment, your Caliper Consultant will review the job information you provide to recommend a job model and report type that fits your goals. For future candidates for that role, you’ll be able to specify which report you’d like to produce directly from the Client Portal. 

• The Selection Essentials report (view interactive sample) is our primary and most robust report for selection purposes. This report gives you a detailed, interpretative overview of the candidate’s behaviors as they relate to the key competencies of the role that you’re hiring for. It will also provide information about what it is like to work with them and recommended behavioral interview questions. 
• If you’d like a shorter report that focuses on just the key points, you can select the Highlights Essentials report (view interactive sample) as an option. The Highlights Essentials report provides an overview of scores relative to the job model. It does not include behavioral interview questions.
• The Quick View Essentials report gives a snapshot of your candidate using a shortened assessment. It is best used for filtering candidates for high-volume hourly or entry-level roles.  Speak with your Caliper Consultant to learn more (view sample).  

For more detailed information about these reports, visit Caliper Report Types and Samples. 

Compliance and best practices

Caliper is a validated workplace assessment for selection. It is ADA and OFCCP compliant. Two cornerstone guidelines will go a long way to ensure you are using Caliper productively and ethically:

1. Never hire or screen out a candidate based exclusively on Caliper Profile data. Always make Caliper Profile results only one of multiple data points in your decision-making process. 
2. Ensure all of your candidates are treated the same in your selection process. From a Caliper standpoint, this means administering the Caliper Profile assessment and applying job model/hiring criteria consistently across all candidates for a role.

Additional guidelines and best practices can be found in the following resources:

Best Practices for Using the Caliper Profile