Everyone in HR is concerned about candidates experience (and rightly so!), but taking the assessment is actually the easy part. Choosing the assessment that will help identify who gets hired in your organization—well, that can impact the performance of your entire company.
And there’s a lot to it. It’s not always clear how the questions in an assessment can generate data about a candidate’s personality, their innate traits and tendencies, and the behaviors they’re likely to exhibit at work. Understanding the inner-workings of an assessment requires knowledge of statistics and psychology. Then, there’s legal issues to consider…
It might sound intimidating, but information is power, and as soon as you know what kind of data an assessment can deliver, and how to interpret the results, you’ll wonder how you ever made a hiring decision without it.
To help HR professionals evaluate assessment methods, the Society for Human Resource Management (SHRM) provides four key criteria:
- Validity: Does the assessment accurately predict job performance?
- Adverse impact: Do protected groups (like minorities, females, and individuals over 40) score as well as others on the assessment?
- Cost: Does the ROI justify the cost to develop and administer the assessment?
- Applicant reactions: Do applicants react positively versus negatively to the assessment?
SHRM reports that validity is the most important consideration in evaluating an assessment method, and we agree. Validity tells you how well the assessment is measuring what it’s supposed to be measuring (a trait like teamwork or multitasking, for instance). It also tells you how well the items being measured correlate to job qualifications and requirements.
As a general rule, it’s a good idea to layer on different types of assessments so that you’re measuring soft skills like resilience and decisive judgement, as well as hard skills like critical thinking and abstract reasoning.
Using the right assessment (or assessments) can greatly enhance the quality and productivity of your workforce, and it’s a great first step toward a culture of better hiring practices.
This post is part of our FAQs series, where you can learn about the inner-workings of our assessments, as well as best practices to help improve your hiring process.