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Are you ready to save 50% of time in the pre-employment assessment phase?

Posted by Michael D. Haberman

pre-employment assessment

A recent article stated that employers will be having a difficult time finding and retaining employees in the not too distant future. In fact, many employers are already having a difficult time. The article says, “75% of employer responses stated that their hiring process, from initial interview to offer, takes more than 3 weeks, while the vast majority of professionals surveyed felt it should take two weeks at most.”

Additionally, many employers and candidates feel the process is not much better than a crapshoot. Generally, resumes are only 2% predictive of a candidate’s future job performance, and not even an interview can tell how successful a candidate will be. Therefore, there is no surprise that the hiring process often feels like playing a game of darts. With those kinds of numbers working against you, would a pre-assessment tool improve your chances of getting the right candidate in a shorter period of time?

Try Pre-employment Assessment

More employers are recognizing the power of assessments to improve the performance of their leadership and employees. Assessments such as DISC and Myers-Briggs provide great information, but they are not really appropriate for a pre-hire assessment because they do not predict future behavior. Pre-hire assessments, such as those provided by eSkill, have been shown to improve the hiring process by being predictive of 35% of future workplace performance versus the 2% mentioned above for resumes. Unlike the DISC and Myers-Briggs, pre-hire assessments can be customized to a company’s particular positions making them more predictive. Additionally, they save a great deal of time and money over the typical hiring process.

The turnover problem

With the rapid selection process that many companies are moving to, in order to capture employees with the expectation that hiring should occur quickly, many mismatches between the company and the new hire are occurring. Employees decide very quickly that the job or company did not meet their expectations. Tenures with companies in this situation are often two years or less. With the cost of recruitment and training, often the company has not even reached a break-even point on the investment they made in hiring that employee. Having a reliable and valid pre-assessment that improves your predictive capabilities will take some of the pain out of the hiring process.

Pre-hire assessments level the playing field for many employers. Many candidates have much more experience in the hiring process than do employers. Candidates get coached and practice how to answer questions. Find out in this article how you can improve the quality of a hire. A Google query on “interviewing questions” brings almost 9 million responses. Subsequently, many interviewers get swayed by the candidate’s responses, which may, or may not be telling of their capabilities. Interviewers, even the best-trained ones, are susceptible to biases in the interview process. Pre-hire assessments are not susceptible to these biases.

Meets the necessary standards

The Uniform Guidelines on Employee Selections Procedures require that any assessment must meet the standard of being both reliable and a valid measure of what is being measured. The same standard is supposed to be applied to the interview; however, this is often with just a modicum of success. But pre-hire assessments have to meet this standard. This way you know that the assessment provides an accurate picture of the candidates’ capabilities. The assessment cannot be fooled. As an example, think of what happens when you are interviewing candidates for a programming position. If the candidate professes to have 15 years of experience in coding, it can be somewhat uncomfortable to ask the candidate to sit down and write code for you to evaluate. But according to Steve Howard, a software engineer with Google, the challenge is one that tells a lot about a candidate. Why not provide the challenge in a pre-hire assessment?

Other methods to shorten the selection process

Because speed is of the essence in the selection process today, it is very difficult to exercise the “traditional” interviewing process of inviting someone to your office for the face-to-face interview. It is expensive too, especially in our global society where you may be looking at candidates in other countries or in different continents. Global hiring can be a challenge. Using a tool like Skype or a video interview, recorded by the candidate, can speed the process up considerably.

The ultimate outcome

The use of a pre-hire assessment helps level the playing field for candidates. It takes the potential biases out of the process and makes for a fairer selection process based on the candidate’s observable skill sets. These assessments also provide sets of data that can be used to defend the company in a court of law if a candidate decides to sue the company based on preconceived bias. However, given the formal hiring process, in my opinion, the likelihood of a candidate suing is greatly reduced.

What will you do?

To be competitive in today’s employment world employers must not only be faster than their competitors, they must also be accurate, and unbiased. Employers must be able to select the employee that is going to be productive and most likely stay for a longer period of time. The traditional selection process will not help you do that; therefore, you could use a pre-hire assessment to help you achieve the results you desire.

How does your company systemize this pre-employment testing? Will you be the leader in your industry because you are doing a better job of selection?

Applicant Tracking System and Skills Testing: Better Together

How can you know whether the candidates who come up in your search results really have the skills you need for the job? eSkill has partnered with Oracle Taleo Recruit and Acuity Cloud Solutions, a specialist in HCM cloud-based application support and services, to offer the best talent management and assessment solutions available to maximize performance results.

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About Michael D. Haberman

Author

Michael D. Haberman is Vice-President and co-founder of Omega HR Solutions, Inc., a consulting and services company offering complete Human Resources solutions. As the former founder and President of MDH Consulting, a Human Resources consulting firm, Mike has more than 35 years of experience in Human Resources, and he uses his broad-based background to help companies solve employee problems and deal with governmental compliance.

3 COMMENTS Join the discussion
  • Casey April, 18, 2017

    Thank you for your article. Indeed, implementing an ATS has automated our recruiting process and helped us reduce the hiring time. So much time for resume screening, online job posting, and interview scheduling was eliminated and my hiring efforts were focused on onboarding and training the new hires.

  • Adam April, 18, 2017

    Great article. I could not imagine my life without pre-employment screening and assessments. With an ATS, communicating with candidates, entering data, and handling administrative duties no longer need to be so time-consuming and ultimately costly in terms of time. From spending eight hours in the pre-hiring phase, I managed to reduce the paperwork needed and the selection time by half.

  • Orelia April, 18, 2017

    Yes, definitely. Integrating ATS solutions into your hiring processes could help strengthen your recruitment processes and attract and hire quality employees.

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