Hiring Practices

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How Pre-Hire Assessments Create a Long-lasting Positive Employee Experience

How Pre-Hire Assessments Create a Long-lasting Positive Employee Experience 460 385 Sprockets

The hiring process can be a long and tedious experience. However, with competition for talent heating up, there is little time to waste. Pre-hire assessments for candidates streamline the selection process and reduce employee turnover. Plus, make sure you give candidates a great experience with these helpful tips.

Challenges in recruitment lead to better data management

Advanced assessment technology makes it possible to hire people who have the best chance of success in a given role. This produces employees who are well-suited for their jobs and demonstrate high levels of employee engagement — a critical factor that influences performance and productivity.

How can an organization use candidate assessments to achieve the above results? It starts with creating a long-lasting positive employee experience.

The crossroads of efficient hiring and the candidate experience

From the moment a new candidate encounters your business, whether it’s through a job advertisement or some other branding effort, an impression is made. According to a Harris Poll and Glassdoor survey, 60% of job seekers have reported a negative experience with an employer. These first impressions are enduring, and can determine if an employee stays on long enough to become a valuable member of the team, or leave for greener pastures.

What are some of the negative experiences that candidates often report? Long recruitment processes, not getting frequent updates, and the perception of rude or discriminatory treatment during any part of the hiring process. Reducing employee turnover by eliminating these problems is something that all recruiters should be mindful of as they engage with each candidate.

Other factors are at play concerning the needs of recruitment professionals and the expectations of candidates. We know that interviews, while a vital part of the process, also fail to predict the success of new hires because they are based on past performance. LinkedIn revealed that 63% of hiring managers cannot accurately assess the soft skills of a candidate and 57% doubt their own ability to determine a candidate’s weaknesses.

Why leave things to chance?

The right candidate assessment tool has the potential to unlock a clear plan of action for recruiters, by using big data to select new hires. Pre-hire assessments provide deep insight into a candidate’s abilities, skills, values, and work style that an interview fails to shed light on. Using smart data gathering that relies on facts and not biased opinions about people is a far better indicator of success.

Recruiters can also improve the candidate experience by making it more personalized, while respecting their privacy. This is something that more candidates are expecting. The candidate assessment allows recruiters to learn more about a candidate before meeting with him or her, so that during any interviews, it’s not about the resume, it’s about the person’s goals and values.

Knowing these factors in advance helps recruiters make more accurate placements and it can also help build a talent pipeline. If the right job isn’t available now, candidates can rest assured knowing that the company has invested time in them and will be calling soon with a more suitable job offer.

Increasing employee engagement and professional development

In the long term, onboarding of employees can be designed around a customized plan for each new hire. The customized plan should be based on the data gathered during the pre-hire assessment. As an employee, any strengths revealed can determine the first tasks to be assigned. Any weaknesses that the assessment discovered can be used to develop training needs. Employees can self-assess to see their progress improve and this prepares them for advanced roles in the company. The goal is to give employees more control over their career growth. Assessments provide the data that proves they are ready for leadership roles.

There is power in data and candidate assessments help make sense of it all.

Millenials in the workplace

10 Statistics for Recruiting and Hiring Millennials

10 Statistics for Recruiting and Hiring Millennials 735 425 Sprockets

Millennials recently etched their name in as the biggest generation in U.S. history and, in the process, overtook Baby Boomers, becoming the largest demographic in today’s workforce. Millennials are uniquely their own and hold their own ideas of what work and a workplace should be. Hiring millennials also takes a unique approach.

Below are statistics about millennials you need to familiarize yourself with before recruiting and hiring.

Important Statistics about Millennials

  • 95% of millennials say work-life balance is important to them, while 70% say that it’s very important.

  • 19% say that flexible working hours is the benefit they would most value from an employer, compared with 4% who said they preferred higher wages.

  • 64% of millennials say they’d rather make 40k a year at a job they enjoy than 100k at one they don’t.

  • 87% of millennials say professional development or career growth opportunities are very important to them in a job.

  • The opportunity for personal development was the factor that most influenced their decision to accept their current job, cited by 65% of millennials.

  • 52% said career progression was the main thing that attracts to an employer, ahead of competitive salaries at 44%.

  • 75% of millennials believe that their organizations could do more to develop future leaders.

  • 59% said that an employer’s provision of state-of-the-art technology was important to them when considering a job.

  • 36% said the reputation of the organization influenced their decision to accept their current job.

  • 82% of millennials believe it’s easier than ever to start a new business.

Millennials are smart, technologically advanced, connected, and driven. They will liven up your workforce with fresh ideas but perform best with flexibility, fun, and a strong cultural fit!


Sprockets helps companies hire more top-performing people. Our assessment discovers the shared characteristics of your best people and sees that information to predict a new hire’s likelihood to succeed in a position before they’re hired.

Sprockets decreases the number of screening interviews you conduct, allows you to conduct candidate assessments, and reduces turnover through increased employee engagement.

Start predicting employee success with a free trial account today! No credit card required.