The importance of using assessments in selecting candidates

The traditional hiring process can be costly and tedious. Relying on resumes alone does not identify the skills and competencies companies need to attain their goals. Organisations are now implementing various selection methods during their recruitment process to search for candidates that are fit for the job and who can thrive over the long run while working in the organisation.

The Society of Human Resource Management has said that when using assessment tools in recruitment and selection of candidates, most companies see significant results, from improving time-to-fill  to lower turnover.

Nevertheless, employers should be cautious about deciding how assessments should be used during recruitment. 

The tools used should demonstrate reliability and validity in measuring job-related performance, while ensuring objectivity and impartiality throughout the process.

Assessments as a job performance predictor

Companies that use their recruitment process to effectively predict job performance of job candidates experience better results.

The 2016 Global Assessment Barometer shows that 81% of companies using assessments correctly to be making reliable and less risky decisions when selecting candidates. Additionally, 94% use psychometric testing during the hiring stage while 63% give assessments for employee development activities.

Many recruiters use cognitive ability tests to predict job and training performance, while other companies prefer personality-based measures to provide employers with deeper insights to predict future job performance of candidates across a wide range of job categories. However, a growing amount of research shows that the combination of different assessment techniques is most effective.

While talent assessments should not be the sole predictor of job performance, they do support recruiters in selecting from a candidate pool by providing comprehensive data, enabling  them to select the best candidates. 

Benefits of using employment assessments

Many companies leverage on new employment assessment tools to improve their hiring practices. These tools help professionals to make recruitment faster, inexpensive, and provide reliable results for decision making.

Here are the top reasons why you should start including assessments in your hiring process:

  1. Optimise your candidate experience. Involving assessments in the recruitment process helps engage your candidates. Engaging them throughout the process with well-built assessments and feedback on their applications, you can provide a positive candidate experience.

  1. Make informed decisions. Assessments provide unique insight into candidates and their potential performance, helping recruiters to make informed decisions. Using reliable and predictive data enables recruiters to identify top performers even during the initial stage of the process.

  1. Lower costs. While including assessments may seem like an additional cost to your recruitment process, they actually lower costs in the long run. By decreasing time to hire and identifying the best-fit candidates with assessments, recruiters save time and money in the initial hiring process as well as decreasing turnover and training costs.

Assessments measure a candidate's potential beyond resumes and academic achievements, companies are using assessment solutions to identify top candidates while predicting their future job performance and compatibility in working with the workforce. Using these tools are beneficial both for the development of the employee and the success of the organisation.

Reach out to John

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