Are you frustrated with the never-ending cycle of bad hires? Do you feel like you’re constantly throwing darts in the dark, hoping to hit the right candidate?
Assessments are crucial for capturing a candidate’s skills, capabilities, and suitability for a specific job. However, not all assessments are made equal. In fact, believe it or not – choosing the wrong assessment tool can cost you more than just the price of the tool itself.
Here are 5 signs that you might be using the WRONG assessment tool.
5 signs you might be using the wrong assessment tool
Using an assessment that completely misses the mark on measuring the necessary skills for the job or company goals is a recipe for disaster. It’ll cause a total mismatch between the candidate’s abilities and the job’s requirements, leading to nothing but frustration and ultimately causing sky-high turnover rates.
Just imagine, if you use a typing test for a job that barely requires any typing or a teamwork assessment for a job that’s mostly solo work, it’s only natural that employees will become irritated and leave.
Negative candidate experience
An assessment that is frustrating or unpleasant for candidates can result in a negative impression of the company. If the assessment is difficult to navigate, requires excessive time or effort, or has confusing instructions, it can lead to frustration and a negative impression of the company.
For instance, outdated assessment software or a lack of clarity in the assessment process can result in a frustrating candidate experience, ultimately deterring talented individuals from considering job offers or even applying in the first place. It is imperative for you to ensure that their assessment processes are streamlined and efficient, in order to attract and retain top talent.
Difficulty differentiating between candidates
Assessments that solely provide vague descriptions of candidate traits, without offering specific examples or insights into how these traits might manifest in job performance, can pose a significant challenge in distinguishing and comparing between candidates.
For instance, a personality assessment that only provides broad descriptions of candidates, such as “outgoing” or “detail-oriented,” without outlining how these traits could positively or negatively impact job performance, fails to provide the necessary context to make informed hiring decisions. And if you think taking a one-size-fits-all approach is a time-saver, think again. A generic tool may be quick and easy, but it won’t yield positive outcomes.
Instead, this may lead to poor hiring choices, mismatches between the employee and the job, and ultimately lost productivity. That’s why it is crucial for assessments to not just list candidate traits but also provide meaningful insights into how these traits could affect their job performance.
Inefficiencies in the hiring process
Assessments that are either too long and burdensome or too short and insufficient can result in candidate dropouts, incomplete results, and inefficiencies in the hiring process.
For instance, a cognitive ability test that takes several hours to complete or a situational judgment test that only has a few questions and doesn’t cover enough scenarios can result in inefficiencies in the hiring process. This can delay the hiring process, making it difficult to fill positions quickly.
Scepticism about assessment validity
When assessments are not developed based on rigorous research or scientific principles or lack essential qualities such as validity and reliability, it can cast doubt on the credibility of the assessment. This lack of trust can cause a rift in the relationship between hiring managers and recruiters, resulting in an increase in discussions and debates over assessment outcomes.
Such scenarios make it challenging for you to make informed hiring decisions. Therefore, it is crucial to ensure that assessments you choose to use are grounded in research and adhere to scientific principles that establish their credibility. As a result, maintaining a trusting and productive relationship between hiring managers and recruiters.
So, how can you ensure that you are using the right pre-employment assessments for your organization?
Ensuring that you are using the right pre-employment assessments
Consider the following questions:
- Are the skills and competencies being measured relevant to the job and company goals?
- Is the assessment user-friendly and easy to navigate for candidates?
- Are the results specific enough to differentiate between candidates?
- Is the assessment an appropriate length for the type of assessment being used?
- Is the assessment based on research and scientific principles? Has the assessment been tested and validated by independent experts?
By asking yourself these questions, you can better evaluate the effectiveness of your pre-employment assessments and ensure that they are not causing pain points for your organisation.