Are you playing the recruitment lottery?

Wouldn’t you like to know exactly who you are employing?

Using reliable people data can help you take the guesswork out of your recruitment process and enable you to:

  • Recruit faster, more efficiently and with
    greater predictability
  • Attract top talent
  • Safeguard the company against hiring mistakes
  • Reduce staff turnover
  • Hire with confidence and integrity

If you are working as a Recruiter or in HR, your company will most likely rely on you to attract top talent, and to then onboard the new hires swiftly and smoothly.

Do you sometimes wish you had a crystal ball?

Building talent assessments into the candidate pre-screening, interviewing and reviewing phase of your recruitment process comes close.

The key is to carefully vet the assessments for their scientific validity, reliability, and suitability for obtaining your chosen key people metrics. Once the talent assessments are responsibly integrated into your company’s people strategy, you will have invaluable tools and objective people data at hand that help you to make informed people decisions and save you time.

The information gleaned during this process will increase the predictability of a new employee’s job success and path the way for a smooth onboarding journey.

But how?

Job Assessments let you objectively map the behavioural and cognitive requirements for any job, and the likely job complexity.

The data from this assessment can also be used to write a compelling job description. In order not to mislead applicants – and new recruits –you will need to truthfully state the exact skill requirements and describe what the role entails.

The results of a job assessment can then be used to word your job advert in a way that will attract the candidates with the best behavioural and cultural fit for your company.

Once the desired job profile has been set, you can use Behavioural Assessments to determine a candidate’s likely workplace behaviour.

The behavioural assessment results also provide insights into how your new employee might interact with their manager and their team members, providing an early indication of possible areas of caution or friction.

In addition, Cognitive Assessments show how quickly a new employee is likely to learn and process new and complex information, how easily they can be trained and how adaptable they are in any role. This is a strong indicator of their likely on-the-job performance.

You can then objectively review your candidate’s likely workplace behaviour and cognitive ability against the targets for the job and decide whether they will be a good match for their new role.

Partnered with the information gathered from interviews and
resumes, this objective method for finding the best candidate fit for any role will enable you to streamline your recruitment process. Applying this scientific lens allows you to remove the guesswork when you are hiring. You can speed up the recruitment process while hiring with confidence.

Even before your employee takes up their new position, people metrics enable you to find out as much as possible about your candidate’s likely workplace behaviour, provide you with an objective way of ensuring a good job match and strongly predict whether they are likely to be successful in
their new role.  

They highlight your new recruit’s motivational drives, how they might affect team dynamics, how they like to be managed and how they learn. This knowledge will enable you to put the right person in the right job and tailor the onboarding process to their needs.

Recruiting the wrong employee can lead to high staff turnover which negatively impacts business productivity and results. A survey of one thousand new employees conducted by Citation found that 55% of the people interviewed left their job within the first 12 months.

The cost of making a hiring mistake can be as high as 1.5 times an employee’s annual salary, including loss of productivity and potential earnings, as well as recruiting and training a replacement.  

When an employee optimally matches the job requirements, their performance will soar, they will be engaged, and are more likely to stay. Building scientifically validated talent assessments into your recruitment process can help you to reliably, and objectively, find the right candidate for
any role, and safeguard your company against hiring mistakes.

Having the right people in the right job is the prerequisite for Talent Optimization, the optimal alignment of your company’s people strategy with your business strategy to maximise results.

We would love to hear your experiences with using talent
assessments for hiring.

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