America's largest healthcare recruiting firm.


For over fifteen years, I have utilized Buckman Enochs Coss to hire over one hundred individuals for Sales and Sales Management positions for a variety of healthcare technology firms. Whether it’s been for Fortune 500 companies or early stage, VC backed start-ups, BEC has always done a terrific job in sourcing top-talent.

Scott Schlesner
Vice-President of Sales

Why Hiring Managers Use Candidate Assessments
As you evaluate candidates during the selection process, you probably review resumes, study cover letters and conduct at least one or two rounds of in-person interviews. At some point before you extend an offer, you probably conduct a background check, a reference check and maybe a review of the candidate’s publicly visible social media profiles. 

But you may not be using a common selection method that often gets overlooked – testing. And if you aren’t issuing skill tests or personality assessments (or both), you may be missing a key opportunity. Here are a few reasons to consider working assessments into your selection process. 

They aren’t as expensive as you think. 
Some managers reject this step because it doesn’t seem cost effective. After all, who will take the time to grade and evaluate these tests? Will candidate testing involve purchasing and implementing expensive new software platforms? And will the test results bring enough actual value to make these investments worthwhile? Worse, what happens if an expensive but misleading testing process allows an excellent candidate to walk out the door because they got a few of the answers “wrong?”

If you’re being held back by this thought process, reconsider. Conduct some research on the actual pricing and if your team can handle the process internally or it needs some outsourcing. No method provides perfection every time, but a large return on investment shouldn’t scare your company. It should actually provide some excitement as another way to effectively land top candidates. 

Assessments can determine cultural fit. 
It’s a good idea to evaluate a candidate’s cultural fitness before making an offer. After all, candidates who get along and mesh well with existing teams are more likely to thrive and contribute. But a personal evaluation can be very subjective and may produce results that don’t work. By comparison, high-quality assessments are backed by research, standardized and fair. 

Resumes don’t always tell a complete story. 
Candidates call themselves “team players.” But what does that really mean? They also claim to have “experience with XYZ.” But again, this doesn’t provide a complete and accurate picture of the candidate’s potential contributions. There’s nothing wrong with the candidate – this is perfectly reasonable and standard language in a resume – and the format of a traditional resume allows and supports this kind of subjective self-assessment. But if you need a more substantive picture of what they can actually do, testing can provide hard data.

Assessments bring measurable results. 
If you ask two different managers to interview a candidate during two different sessions, both interviewers may walk away with a completely different impression, and rightly so. The time of day, the personalities involved and the moods of all three participants can influence the outcome of this evaluation. But a written test can remove some of this uncertainty. Smooth out the effects of nervous candidates or subconsciously biased reviewers. 

As the largest healthcare recruiting firm in America, Buckman Enochs Coss and Associates prides itself on the success achieved in the competitive healthcare executive and sales recruitment industry. Contact our great team of recruiters today to experience the benefits of partnering with a healthcare recruiting leader.