Job seekers and hiring managers face the same challenge: a more effective and objective process that shortens the hiring process. Empirical-based assessments solve the problem for both parties. An ethical hiring process is objective, reduces unconscious bias, and eliminates discrimination. For the company, higher productivity, increased employee retention, and a reduction in costs associated with turnover are additional benefits of utilizing assessments during the hiring process. Pre-employment testing allows companies to screen, identify and assess a candidate at a fraction of the cost of extended work trials. Still, they’re only effective when using the right tool.
What are pre-employment assessments?
Pre-employment assessments measure those few characteristics or traits well established in the academic world as factors that can determine an individual’s performance in the workplace. Hence, the most widely used tests measure one of three things – cognitive abilities, or “IQ,” personality factors, and values. Some assessments measure ethics, job-specific knowledge/skills, or leadership skills like emotional intelligence, or “EQ,” which have also gained popularity over the last few years. However, these metrics need to be more comprehensive to determine future success within an organization.
Not all pre-employment assessments are equal.
When crafted and validated for hiring and recruitment, these tools provide greater insight allowing companies to make more informed decisions. It is not enough to assess an individual to know if they work steadily or under pressure. Research shows personality characteristics are a minor predictor of employee retention and performance. As we test them, cognitive abilities continue to fall short of telling the story of how an employee fits into a company’s culture and interacts within their team. Not to mention, the one-sided approach offers zero information to the candidate. Companies want to know from assessments how this person will align with a company’s values and goals, interact with colleagues, and participate in the overall culture. Equally, candidates seek greater insight into what the company offers them. When asked about pursuing culture alignment while looking for a job, 62% find it hard to determine if the company’s culture is a good fit for them based on the information available.
9 in 10 believe that job applicants should have more information about the company’s culture during the hiring process
How are pre-employment assessments different from other tools?
These tests are more effective than screening resumes because they measure objective factors and soft skills vs. a traditional resume focused solely on hard skills and experience. They also reduce unconscious bias in the hiring process that relies on human decisions alone. The only other way to accurately measure how a potential hire aligns with and works in your organization is by using a probation period. However, the financial and time investment required is significantly more expensive than an assessment.
When to add a pre-employment assessment to your hiring process?
The short answer is: the sooner, the better. The longer answer depends on your organization’s needs and circumstances to yield fast and accurate results. The goal is not to replace hiring managers or interview processes with pre-employment testing but to make the decision more informed, objective, and inclusive to all parties involved.
The Culture Alignment Assessment was created out of an emergent need for an objective, comprehensive tool that could serve both job seekers and companies to make well-informed hiring decisions while minimizing personal biases through the process. The first bi-directional pre-employment assessment on the market. Make every interview count. Get started today!