The value of assessments to identify and develop employees is significantly new and unproven approach as perceived by many recruiters. While talent assessments have been used by organizations to vet employees for more than 30 years, for positions ranging from entry-level jobs to senior positions, recruiters continue to be wary of them.
Personality tests and assessments in general haven’t been able to win over the confidence of recruiters to be included as a must-have in the recruiting systems and processes.
Currently, 75 percent of companies globally require employment candidates to complete a talent assessment, whether job or personality related. Outside of a resume or interview, assessments give employers insights into candidates’ critical thinking skills, and whether they are qualified for the job.
“The talent war is heating back up and great employees are hard to find and harder to retain. Recruiters need to fill leadership gaps created by retirement; meet the needs of Millennials; and satisfy business partners who are hungry for the hires that will help them meet their goals. Despite reports to the contrary, assessments provide valuable information to make these key people decisions, but recruiters are often wary of them due in part to common misconceptions,” says Dr. Joe Ungemah, talent practice leader, CEB.
See: How to conduct globally consistent assessment across different markets?
Some of the common myths about assessments among recruiters are:
Myth 1: Assessments are only for new employees – Employers are not clear who the best successors are for a given role and arguably, they might have more information on candidates than they do on existing staff.
Myth 2: Assessments don’t add value – When multiple assessment methods are applied, they can predict 40 percent of an individual’s workplace behavior.
Myth 3: Assessments are boring – Assessments have evolved beyond written responses to a battery of questions. Now candidates complete integrated simulations, use multimedia and serious games and participate in immersive experiences that reveal their disposition for the job.
Myth 4: Assessments scare off potential candidates – Candidates not actively looking for a career change often fail to complete assessments during the hiring process. Potential employees who are truly attracted to the employer and the position rarely fall out of the hiring process.
Myth 5: Assessments are one-sided – The best programs use what is discovered through the assessment process to provide coaching and development to current employees.
The reality is assessments are not meant to find faults with courses, programs or individuals; it is all about communicating to all professionals the interests of the organisations and to check if their interests align with the long term strategic vision of the company. Great assessments help in finding the most suitable candidate for the job. It can also be used to create success stories, develop programs by understanding the workforce and motivate staffers and professionals on board.
These assessments help in allaying concerns if an organisation will value an employee’s contribution in the long run or not. Top talent is more likely attracted to companies that use innovative technology, imply forward thinking and choose a hiring process that provides for a positive candidate experience with rigorous assessments. Assessments allow organisations to build a culture of achievement and success.
Also read: Is Social Media a Great Assessment Tool?
Image credits: flickr.com
