December 8, 2015
Here’s a riddle that everyone in HR should get right
What do you learn when you look at the education and experience section on a job application?
Answer: Where a candidate went to school and what kind of work they’ve done in the past. That’s it. If you’re trying to extract more meaning than that from a brief list of bullets points, then you have to admit you’re reaching for insight that’s simply not there.
No need to strain for psychic intuition as you try to decipher what this degree or that occupation might tell you about the candidate’s personality, work preferences, or career potential. There’s a much easier way, and it will benefit your pre-hire AND post-hire talent strategy.
A is for assessment, B is for benefits—a whole bunch of benefits!
If you’re looking to drastically improve the accuracy of your hiring and development decisions, then assessments are your answer. It’s not too late to join the ranks of over 80% of Fortune 500 companies that use assessments to predict and measure employee success.
Assessments work because they go beyond self-reported background data and tap into a candidate’s innate traits and behavioral tendencies, which are proven to be better predictors of job success than education and experience. And whether you look closely at individuals or broadly across your organization, assessments help you answer questions like:
- Which candidate is right for the role and will fit best in our culture?
- Who on our team has what it takes to move up to next the level?
- Where do we have opportunities for growth within our organization?
- What are our strengths and how do we define success for our teams?
In our latest infographic, you’ll see how you can dramatically increase talent and leave the guessing games behind. Here are 10 ways assessments will make your job easier.