How Pre-Employment Assessments Make An Impact
When it comes to recruiting, finding the perfect “fit” can be both time-consuming and costly. On average the cost per hire of $4,700, this means organizations face a significant risk from rapid turnover cycles and lengthy hiring processes. Fortunately, there is a solution that can help hire top talent efficiently: pre-employment assessments.
Pre-employment assessments give employers the opportunity to evaluate hard skills, soft skills, and various characteristics to build a data-driven candidate profile. The results provide recruiters valuable insights into applicants and their alignment with the position they are applying for. Still unsure about the value of implementing assessments in your hiring process? Keep reading, as we explore the ways your company can benefit from assessing candidates.
What Are Pre-Employment Assessments?
Pre-employment assessments are an accurate way for organizations to measure the suitability of a candidate for a specific role. It can involve evaluating various aspects of the individual, such as skills, abilities, knowledge, and personality traits. Assessments can take different forms such as written tests, situational judgment tests, personality assessments, and performance simulations.
Pre-Employment Assessments & The Employee Lifecycle
Assessments are an essential tool for evaluating the qualifications and abilities of job applicants. They can help employers look beyond the applicant’s resume and make data-driven hiring decisions. The use of psychometric testing delivers detailed insights into a candidate’s strengths, weaknesses, and potential fit within an organization. By incorporating assessments, recruiters can ultimately make data-driven decisions, increase hiring efficiencies, and improve organizational performance.
Pre-Employment assessments can have a significant impact on the employee lifecycle by influencing various stages. Here are some ways job assessments can make an impact:
1. Streamline the Hiring Process
The candidate screening and selection process can be time-consuming. According to SHRM, it can take approximately to complete this stage of hiring. However, once you have a talent pool, assessments are the ideal method to filter applicants that suit the position. Pre-employment assessments, such as skills tests, cognitive abilities, and behavioral assessments, can help identify the most suitable candidates for a position. By evaluating candidates early in the process, organizations can make more informed hiring decisions, leading to improved hiring accuracy and better employee fit.
2. Increase Job Satisfaction & Performance
When candidates are placed in roles that align well with their skills and interests, they are more likely to be satisfied with their job. Using assessments can contribute to a higher rate of job satisfaction, engagement, and a sense of purpose among employees. When an employee feels successful and valued in the workplace, they are more likely to remain loyal and develop with the organization. Job satisfaction is a critical factor in employee retention, as well as overall organizational morale and performance.
3. Employee Retention
Reducing employee turnover starts with selecting candidates who are a good fit for the job. Pre-employment assessments can play a role in fostering a positive and growth-oriented workplace. By setting clear job expectations and providing skill development opportunities, employees feel supported and motivated to achieve their goals within the organization. When employees feel valued and in the right position, they are more likely to stay with the company long-term. Pre-employment assessments help identify a candidate’s suitability, ultimately leading to increased employee retention and cost savings associated with recruitment and training.
Overall, pre-employment assessments influence employers to make informed hiring decisions, build strong teams, and foster employee development and retention. By implementing assessments, employers can enhance their talent acquisition strategies, leading to more successful and sustainable workforce outcomes. This allows them to minimize the costs and timeline associated with hiring without sacrificing high-performing candidates.