Think you don’t need to do pre employment assessments? Think again
You may be filling roles but are you really filling them or are we just placing bums on seats in the hope that one of them will stick around for more than 3 months?
The question we all need to ask ourselves is this, are we hiring the best talent in-the-market OR the best talent on-the-market? And how do we know difference?
The best talent in the market are individuals who are not actively looking for a job and are not enticed by opportunities that just match their skill base. Best talent on the market are individuals who are actively searching for roles to help better improve their career opportunities, lifestyle, finances etc.
Whether a candidate actively applied for the role, were delivered by a recruitment agency or you ‘head hunted’ them, an assessment as early as possible in the process can pay dividends in terms of time to hire, longevity, legal compliance and team productivity.
Here are 3 real benefits pre employment an bring to your day to day business operations:
Objective data helps you make more informed hiring decisions
Imagine you’re lucky enough to shortlist three great candidates for your vacancy. How do you choose the one most suitable for your role? Do you base it on what they say they can do? Their experience? Their presentation skills?
With various studies revealing as many as 30% of candidates lie on their resumes, a skills test is an unambiguous way to ensure you are choosing a new recruit who will hit the ground running. From retail or accounts to marketing and administration, a candidate’s skill level on numeracy, grammar, data entry or typing speed can set them apart.
Aptitude tests also play a valuable role in helping you establish how your candidate will learn and how easy it might be for them to train them. Personality tests also help you minimize the risk of hiring employees who will clash with current staff, thus ensuring team harmony.
Testing creates a more fair and objective selection process
Recruiter bias, whether conscious or not, is a well documented phenomena that influences many hiring decisions. Regardless of your team’s diversity strategy, use of pre employment assessments helps you to review each candidate’s strengths on their individual merits and assess against the organisation’s need.
Objective testing is also a sensible risk mitigation strategy against claims of discrimination. In 2016-17, the AHRC received over 1900 complaints about discrimination, 78% of which related to employment. Statistically more organisations run into trouble with complaints about discrimination from an interview, than from a test result.
Tests can help you reduce time-to-hire and turnover
We’ve all been there: the team is swamped, we just need someone now. But think about the real cost of putting the wrong person in a role. If they don’t have the required skills, then productivity will be affected as other team members have to pick up the slack. If they don’t have the aptitude necessary to respond to training and quickly learn all the requirements of the role, their own morale will affect their performance.
For most organisations, the investment in a new recruit is extensive and typically it will be at least three months before that employee is fully productive. Unhappy new recruits who don’t fit in with the company culture or struggle with the requirements of the role can be a drain on HR and management resource.
Employee turnover is a concern for most organisations. Pre employment testing should be an essential part of your hiring process.
Talent Propeller provides a range of skills, aptitude and personality tests that give you appropriate, impartial data that enables you to make informed hiring decisions.