4 Ways Vetting Talent Through Assessments Leads to Better Hires
Have you ever hired someone and then discovered they weren’t a great fit for your team? Maybe they weren’t as skilled as you thought or they exaggerated on their resume. Or maybe they just didn’t fit in with your culture.
Whatever the case, going through the hiring process only to end up with no one to fill the position is a waste of time and resources.
Research from LinkedIn finds only 33% of leaders believe they’re measuring quality of hire effectively. Resumes, portfolios and interviews can only tell you so much. But there is a way to understand and evaluate a talent’s skills before they get in the door.
Assessment tests, like the ones we use at The BOSS Group, provide insight into a talent’s skill level and whether or not they possess the right aptitude for the position you’re looking to fill.
Here are four reasons why assessments are so valuable in the hiring process:
1. Measure technical ability
A candidate can tell you they know how to use InDesign, but are they as advanced as you need them to be? The only way to know is to test them.
You can assess candidates on their technical skills with specific software, such as InDesign, Illustrator, Excel and more. Or, focus on measuring their abilities in writing, editing, design, digital and photo editing. You can even test their skills with social media platforms, like Facebook, Twitter and Instagram.
These tests will help ensure you hire the right candidate for the job. By understanding the skills they possess, you’ll know whether they fulfill the job requirements you are looking for.
2. Simulate a real-world work environment
Assessments give candidates a taste of what it’s like to work on a real project for your company. For the best results, bring candidates into your office and test them on-site, rather than sending them a test to complete at home. Make sure the test is timed too.
According to a survey by Glassdoor, 67% of employers believe retention rates would be higher if candidates had a better idea of what to expect about working at the company before taking the job.
When you test candidates on-site, you can evaluate their ability to work under pressure and within a set time frame. This will show you how they deal with deadlines and give you an idea for how well they will work on your team. Plus, you’ll know the work was truly completed by the candidate.
3. Regulate selection standards
Assessments provide a baseline against which all candidates can be evaluated. It’s the same reason colleges use the SAT to evaluate applicants. It’s standardized and ensures each candidate is evaluated on the same criteria.
A candidate may have a great resume and interview well, but if they don’t have the skill level needed for the position, you won’t hire them. It’s better to know they aren’t right for the position now, rather than find out after they’ve joined your team.
4. Identify areas for improvement
Not every candidate you consider will possess the same skill level. But that doesn’t mean they aren’t great talent. They just may not be right for the specific position you need to fill.
Assessments allow you to communicate this to the candidate and provide evidence on why you can’t offer them the position. You can also let candidates know what they need to work on to improve. According to LinkedIn, 94% of candidates want to receive feedback. The insight into their skill level will help them find another position where they will excel.
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