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.