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12 Best Tools for Screening Potential Hires

Scott Gerber
Scott Gerber
Apr 29, 2015

The hiring process can be a long one, but finding the perfect fit for your company is worth the wait. That’s why we asked 12 entrepreneurs from Young Entrepreneur Council (YEC) what strategies/tools they have found most useful. Their best answers are below.

1. Aptitude/Attitude Assessments

To me, evaluating how much an applicant would be committed to the job is equally important as their skill set. I call it “aptitude + attitude.” The best way to gauge the attitude part is by starting the interview with a question, “What are your expectations from this job?” You will get applicants’ unbiased mindset towards the role, which will help you decide if it fits your needs or not. – Archit Patel, National Petroleum

2. Behavior Profiles

Humans are wired to behave in certain ways. Why and how humans behave has been studied and put into mathematical equations. Running a behavior profile such as DISC can tell you how your potential hire will act and respond in many environments. I love these because they are free to do and can tell you tons. – Matt Shoup,

3. Creativity Tests

We give all of our potential hires 36 LEGO bricks before we begin the interview. This task is less about how brilliant what they build is, and more about what they create and the story behind it. As a LEGO-rental company, we love to see creativity and a sense of originality within all our employees. We had one candidate build a scene with a mini-figure diving into an empty pool — he wasn’t hired. – Ranan Lachman, Pley

4. Interview Tests

It can be helpful to figure out a few of the duties and tasks that the job position will require and then create brief hands-on tests that confirm whether the candidate has the needed skills. For example, if it’s a sales position, have the candidate actually sell you something small. Score the tests and add them to the rest of your interview data. It helps separate the doers from the talkers! – Elisa Miller-Out, Singlebrook

5. HiQ

HiQ is a people analytics software. This allows predictive machine learning models to learn behavior. It’s been one of the best ways that we’ve been able to see what’s going to happen when we match current employees with future ones. – John Rampton, Due

6. Hireology

This phenomenal tool helps me find the right people for the right job from the beginning. Hiring can be such an annoying and lengthy process, so getting it right from the beginning is key. Hireology allows me to screen the right way, on my time and with the best results for finding employees who will be the right fit for GYMGUYZ and want to achieve the same goals that I do. – Josh York, GYMGUYZ

7. Cover Letters

It may sound old school, but in this digital age the cover letter is making a comeback. I want to know that each and every employee at ZinePak is articulate, polite and able to communicate without emojis, misspellings and incorrect grammar. Screening with a cover letter has ruled out hundreds of candidates over the years within seconds simply by reading a few sentences. – Kim Kaupe, ZinePak

8. Personality Profiles

We have each potential hire fill out a personalty profile for the exact specifications for the position that we’re hiring for. It works out wonderfully and takes out the guess work of whether this applicant has the right personalty for that particular job. – Nick Friedman, College Hunks Hauling Junk

Related Article: Hiring the Hero: 9 Traits to Look For in Successful Candidates

9. Resumator

Resumator is an amazing Applicant Tracking System (ATS) that makes it easy to keep track of all your applicants and where they are in the hiring process. You can define questions and interviews for each role, and even automate the emails that get sent out when candidates are rejected or moved on to the next step. Plus they’ve got integration with all the major hiring boards for syndication. –Mattan Griffel, One Month

10. Second Opinions

I like to get opinions on candidates from peers on my team who are in the same position that I am interviewing for. In the end, they will be working with these potentials candidates more and have the ability to get an idea if they can perform their everyday role and responsibilities. – Jayna Cooke, EVENTup

11. Six Degrees of Separation

I’ve used the idea of “ the six degrees of a new hire” quite a bit to screen possible job candidates. Asking former and current acquaintances about a working relationship with a person, without their prior knowledge that an email or Inmail on LinkedIn is coming, can often give you a lot of information about someone’s habits and abilities. – Kumar Arora, Aroridex, Ltd.

12. Twitter

Savvy candidates control their privacy on Facebook and in general post more intimate moments for friends and family to see. Twitter is a much better indicator of how they build their personal brand on a global stage, which is especially good for marketing and sales hires. That being said, they should always be given a second chance in an interview to explain anything that seems questionable. – Dave Nevogt,

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Scott Gerber
Scott Gerber
Scott Gerber is the founder of Young Entrepreneur Council (YEC), an invite-only organization comprised of the world’s most promising young entrepreneurs. In partnership with Citi, YEC recently launched BusinessCollective, a free virtual mentorship program that helps millions of entrepreneurs start and grow businesses. Gerber is also a serial entrepreneur, regular TV commentator and author of the book Never Get a “Real” Job.