If you’re new to using assessments when hiring, here are three best practices to consider implementing as you add assessments into your selection process:
1. Choose the right assessment
Carefully consider the assessment options available to you and what will work best for your organization. With the evolution of assessments, you can now measure much more than just skills and intellect. You can confidently get a holistic view of each candidate that will provide better indicators of whether a candidate will be successful for the long haul. Choose wisely.
2. Decide when to assess the candidates
Once you have selected the assessment, deciding when to add the assessment in your selection process is an important factor. Consider your average applicant pool sizes, specialized position needs, and time-to-fill savings that may occur from assessing the most candidates, early in the process. Also consider benefits you may glean from having assessment results before any interviewing has actually occurred, such as reducing candidate pool sizes and validating results of quality candidates during the interview process. Regardless of your decision, following a standardized hiring process flow will help ensure consistent treatment across all candidates.
3. Remember that using assessment results shouldn’t end at hiring
Finally, remember that assessment results can and should be used into the entire employee lifecycle; it’s not just for hiring! The results can help you customize onboarding plans, develop annual goals, define performance objectives, provide a coaching tool for the hiring manager, and so much more. You’ve made the effort and investment to add assessments into your process, so be sure to get the most value out of them!
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