In any hiring process, recruiters want to gather as much relevant information of the candidates as possible. However, CVs and interviews alone may not provide the depth needed to identify the best candidates.
This is where hiring assessments come in. By analysing the candidates hard and soft skills, as well as working styles and values, recruiters can make a more fine-tuned decision according to the company’s culture and each departments’ needs. Assessments are a powerful tool to predict how well candidates could perform in the organisation, and can show a more complete picture of their abilities than a CV.
Paired with technology, assessments can also help scale hiring processes, and improve the recruiters’ overall performance and productivity. They may even provide new insights on what characteristics make for a successful candidate.
In this article, we share some of the benefits assessments can bring to the hiring process.
The main reason recruiters rely on candidate assessments in hiring processes is to analyse the cultural fit and try to predict future performance – how well would the candidate perform in the company, if they were hired for this position?
When done correctly, assessments can be a reliable tool to predict future performance, and can help recruiters identify the best candidates.
By applying the same assessments to all candidates, HR is providing a fair chance for all candidates to stand out, going beyond their CV. Recruiters take into account not only abilities or technical knowledge, but how aligned the candidate is with the organizational culture.
Employer branding is basically the positive marketing you create around the experience of working in your company. An assessment can also be a form to display which values are important in your company, and can give candidates a preview of the experience of working there.
Feedback for candidates
When candidates are not successful in a hiring process, recruiters have to break the bad news. However, even if someone is not the right fit for a given role, ensuring they have a positive experience overall is important for the company, as the candidate may still be eligible for future processes and could share their perceptions of the organization through social media, which impacts the company’s image.
The results of an assessment can be used, in this case, to help give the candidate constructive feedback that will be valuable in their future job search.
Discriminatory biases can affect hiring decisions, but if an assessment is used in the initial stages of the process, the results pertaining to hard and soft skills can be used to guide decisions, without including sensitive data such as age, gender, ethnicity and so on. This way, the impact of discriminatory biases can be mitigated.
Confidence in hiring
With the results from assessments, recruiters can have more confidence in their hiring decisions, as they are made based on data, and not just subjective perceptions.
Lower costs in the long run
If recruiters identify and hire the top talent with the help of assessments, there will be lower costs in the long run related to turnover, as the candidates are more likely to excel within the organization.
An assessment is the ideal tool to give recruiters a baseline with which they can compare candidates and choose the best ones to proceed in the process.
Technology as a ally
Overall, applying assessment tools can help recruiters identify the top talent and choose the best candidates for each role. And with the use of current technologies, such as what Rocketmat provides, it’s possible to do so on a massive scale, guaranteeing that every candidate gets a fair evaluation.