Pre-hire assessments come in different shapes and sizes, and there’s more than one way to use them – which makes versatility one of this technology’s most intriguing benefits. Post implementation, organizations often discover exciting use cases and additional value from a tool that’s historically been a one-trick pony.
For some organizations, using a pre-hire assessment means testing for job-critical soft skills and cognitive abilities before investing in a new hire. For others, the assessment is used to provide a bias-free understanding of a potential hire’s culture fit, which job in the company they’ll be best at, or how their personality and work style will contribute to the team.
How and when you use your pre-hire assessment is up to your organization’s talent acquisition strategy, but to ensure you get every drop of value from your chosen solution, here are a few things to keep in mind:
Choose an assessment that’s easy
The last thing you want is a promising solution that could have been great – if only people had used it.
To help grease the wheels for adoption and change management, choose an assessment with a simple and intuitive UI. This is important for reporting and analytics, too. Modern assessments have come a long way, so look for one that empowers your teams to make quick and intelligent decisions, without needing to be specially trained or have an I-O psychologist nearby to interpret the findings.
The assessment experience should be equally friendly for candidates. Many newer assessments can be completed in 10 minutes or less, using images, optimized test design, and even games to keep candidates engaged while collecting valuable information about their potential for success and ideal career path.
Connect with a video interviewing tool
Most companies are already using some type of assessment, and adoption of video interviewing software is on the rise.
Together, these tools make a perfect team, with assessments providing much-needed data and objectivity, and video interviewing adding a human layer that allows candidates to express their uniqueness and be seen as a person, not just a score. According to Deloitte Insights, “Video interviewing can reduce pre-hire assessment questions from 200 to just five and raises the possibility of one-interview hires.” That’s a heck of an endorsement!
The best thing you can do is integrate these tools into a seamless workflow for candidates. Just as important, you want results to be seamless for hiring teams. Rather than seeing assessments and video interviews as separate data points, find an integrated solution that can aggregate information into a comprehensive candidate profile.
Stay agile with AI
How can assessments predict success when jobs and skills and companies are constantly changing?
If you’re going to use an assessment to match the right person to the right role at the right time, then you need the right profile – one that’s been proven to work in organizations like yours, or a custom profile. Or, you might be using an assessment to measure culture fit, something that’s less job-specific. Either way, precision is key, and you need a solution that can use data from successful hires to create the perfect profile for your needs.
This is how machine learning works in the world of assessments, taking in continuous streams of information, analyzing the data, and improving on its performance. This approach ensures the assessment is an accurate predictor of success, even in super-agile environments. No matter how your business pivots, an AI-powered assessment will keep pace.
Assessments are deeply rooted in the talent acquisition space. Hence the name “pre-hire assessment.”
But, the best way to get more bang for your buck is to use this talent acquisition tool outside of TA. Take hi-po identification, for example. Gartner tells us that “high-potential employees exert 21% more effort than others, and have a 75% chance of succeeding at roles that are critical to business performance and the future leadership pipeline.” The problem is, without a way to identify hi-po’s in your company, you won’t be able to tap into or develop their potential.
From talent discovery and internal mobility to career pathing, development, and succession planning, assessments help in every instance – if you leverage them. So, break out of your comfort zone and forget what assessments are ‘supposed to do.” Instead, imagine what they can do.
Explore what’s new in assessments
With more companies using assessments than not, it’s fair to say they’ve become a talent acquisition staple, adding important structure and rigor to the hiring process.
That doesn’t mean you can’t get creative and have a little fun with assessments, too. There’s a wave of next-gen assessments on the market offering flexibility, engaging experiences, and analytics that didn’t exist before – without sacrificing the predictability organizations have come to know and respect about these solutions.
Finding the right use for your needs requires careful thought and consideration, paired with a healthy dose of experimentation. When it comes to getting your biggest bang, it’s up to you to push the limits!