Workzinga is turning the hiring process as we know it upside-down.
Traditionally, candidates were hired for a job based primarily on the information included in their resumes. Hiring managers do their best to digest resumes and understand the candidate’s experience, skills, and abilities. While this does give the hiring manager a general understanding of the candidate’s work history, resumes leave the hiring process susceptible to bias. They do not provide insight into how a given candidate will fit into the day-to-day work life at the company.
Hiring a new employee – or replacing an employee due to turnover – is a significant expense for any company, reaching as much as six to nine months of the salary for the position. Hiring managers often streamline this process by asking candidates to complete skills tests and personality assessments or provide work samples to demonstrate their abilities so that the interview process can focus on the highest quality candidates.
These pre-employment assessments are a popular tool, but most of these assessments only measure six to eight of the characteristics known to influence how we behave at work. While these characteristics are helpful for HR and hiring managers to review, these assessments often produce biased results against minority groups and leave companies at risk for discriminatory hiring practices. Ultimately, they barely scratch the surface of who we are and what makes us tick at work.
Over the past year, the Workzinga assessment team has developed a cultural fit tool that provides a revolutionary transformation of the hiring process. Unlike the existing hiring surveys on the market, the Culture Fit Assessment (CFA) measures twenty-six characteristics that give a deep understanding of the whole person behind the traditional resume.
The ‘human factor’ behind the job skills is often the driver of employee turnover. People rarely quit because of their job tasks; people quit when there is a misalignment between the company’s leadership style and culture and the employee’s work style.
Today’s hiring assessments may measure several personality factors, skills, intelligence types, and even performance motivators. Still, they do not measure the quality of fit between an employee and the company.
When a company uses the Workzinga Culture Fit Assessment (CFA), they can make hiring decisions based on a complete picture of who that applicant is at work, what drives their work performance, and how to support them best to grow their skills.
This insight allows hiring managers to target their efforts toward candidates who bring the right skills to the job and the right fit for the work culture. This fit ensures that new employees can easily transition into their new roles and will be more likely to stay – and keep their knowledge and skills – with their new employer.