Is it time to Upgrade your Company's Screening & Selection Methods?

Pre-hire assessments are designed so your company can gain a better understanding of your potential hires. Recognising this importance, 82% of companies from Talent Board’s Candidate Experience Research Report are already using a form of pre-employment assessment to maintain the accuracy of predicting a candidate’s job performance during the screening and selection process.

For several decades, companies have used occupational assessments which are  proven for their reliability and validity. These can be facilitated onsite, either by pen and paper or computer-assisted, and usually is a formal standardised test with about 100 close-ended questions to create an accurate picture of the applicant’s knowledge, skills, and abilities that are most predictive of on-the-job success.

However, the changing landscape of jobs, especially in knowledge-based jobs, reveal the shortcomings of using traditional approaches in assessing candidates. A 2018 LinkedIn report shows that about 63% of companies are still struggling to identify job-specific competencies with their old methods of assessing candidates.

If your company has faced the following disadvantages when using traditional assessment tools during recruitment, you may want to consider changing your approach on assessing candidates to prevent hiring the wrong candidates :

  1. Providing a negative candidate experience. A lengthy and unengaging traditional assessment can spoil the candidate experience. A report shows that candidates with unpleasant experience during assessments  are left with the negative impression about the employer, while some of them decide not to patronise the products and services of that company. Nonetheless, a 2016 IBM study shows that 62% of job seekers are most likely to recommend a particular employer if they experience ease and speed of completing the application, interview and assessment.

  1. Having slow, costly updates. Continuous changes in technology can significantly impact the nature of work in an organisation, and changing roles alongside these technological developments demand new skills that cannot be assessed based on yesterday’s job functions. With performance metrics changing faster than ever, candidates need to be assessed on up-to-date metrics and not  simply evaluated with yesterday’s job functions.

  2. At the same time, changing assessment metrics in traditional assessments require coming up with an entirely new test, which can be expensive and time-consuming because they need to be backed up with lengthy studies to solidify its effectiveness before rolling them out.

  1. Disregarding mobile devices for assessing modern candidates. Results of the 2018 Glassdoor report shows that 58% of its users in the US use mobile devices to look for jobs. However, these people can struggle to continue their job application on their mobile, which results in deterring potential applicants from continuing.

    Despite the growing market of job seekers using mobile devices for submitting their job applications, Aptitude Research Partners said only 25% of companies are optimising their process to enable mobile usage to ease their recruitment process, specifically during assessments.
  1. Overlooking critical data. Traditional assessment measures typically follow a series of conventional close-ended questions which limit the data that can be gathered from candidates. 

Traditional assessments also don’t often measure soft skills, which are increasingly becoming vital in the workplace despite the rise of automation and artificial intelligence. Conventional approaches rely on measuring these skills as social cues during interviews. These perceptions can be unreliable and demonstrate unconscious bias.

Using new, innovative talent assessment methods, such as video interviewing and computer adaptive testing, may help companies fill the gaps of traditional tools and measure the skills and competencies candidates need to meet the complex demands of a job. 

You can also use game-based assessment tools, which incorporate game elements into psychometric tests, alongside or as an alternative to traditional assessment tools. This can make the recruitment process more effective and efficient for employers while providing an engaging experience for candidates.

Ready to upgrade your candidate screening & selection tools? Request a demo of Talegent’s offerings today.

Reach out to John

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