The Essential Role of Assessments in Hiring Great Talent

(First in a Two -Part Series)

Finding great candidates has never been easy. Today’s incredibly tight labor market makes the task even more difficult. So, employers need to make sure that the right recruiting and hiring process is in place that will produce the very best person for every position, every time. And the best way to ensure that result is with a job performance assessment tool.

The main reason assessments work is because behavior, which is influenced by our basic psychological makeup, remains remarkably consistent over time. Of course, job performance depends on factors such as how managers treat their employees, how work is structured, and corporate culture. But, all things being equal, hiring a candidate based on strong assessment results will yield the highest likelihood for success.

We’ve identified five primary reasons we believe assessments are so important. This article looks at the first three.

Reason #1: Efficient Hiring Provides Competitive Advantage

Assessments help an organization quickly prioritize candidates based on their potential for success in a given role. The best candidates rise to the top, so they can be contacted first—preventing the loss of top talent to competitors and allowing managers to meet only those applicants with the highest potential.

Reason #2: Assessments Eliminate the Guesswork

People just aren’t as good at “sizing up others” as they’d like to think. That’s because behavior is so complex. When an assessment is used that measures behavioral traits, thinking, occupational interests, plus job match, excellent employees are successfully identified better than 75 percent of the time. A manager’s evaluation of a candidate is still essential. But people’s hiring decisions can be much more accurate if they utilize assessment information as part of the decision-making process.

Reason #3: Assessments are Cost-Effective

Consider the amount of time and money spent in the interview process, in training, and on wages and benefits. Think about the lost revenue because of poor performance, the cost of retraining a new hire, and the cost of missing out on a better candidate. Pre-employment assessments can alleviate those costs. By ensuring better job fit, assessments improve retention and help organizations preserve their investments in hiring, on-boarding and training.

Up next: three more reasons to put assessments at the center of the hiring process.