If you’re not accustomed to working with personality assessments or aptitude tests, here is an example of what one can provide.
Let’s say that you have an assessment test that measures the following on a scale of one to 10 (with 10 being the highest): assertiveness, communication abilities, pace/sense of urgency, and attention to detail. In addition, it measures creativity, emotional control, and situational adaptability. By having this information on multiple job seekers, you can see which ones possess the traits that you desire the most.
Assessment tests aren’t just for job candidates, though. You can also have your current employees take them and then use the results of your top performers in each role as a benchmark. Through the use of this strategy, you can improve upon your ability to hire more of the personality types that are successful.
With all of this in mind, below are six tips for evaluating assessment tools for more hiring success:
#1—Make certain the assessment is fair.
Only use assessments that can provide a validation study that shows the assessment does not discriminate. Otherwise, you’re vulnerable to legal action.
#2—Make certain you know how to read the results.
Data without knowledge is useless. And of course, knowledge without the application of that knowledge is also useless.
#3—Benchmark your team.
Take the time to benchmark your team, or at least the top 50% of your team. That way, you can leverage the results of your assessment and use them to make better decisions about your personnel, including both current employees and job seekers you may hire.
#4—Think about time and cost factors.
Some assessment tests take hours, while others take less than 10 minutes. The results are not always proportionate. Think about how time and cost fit into your company’s hiring process (and budget) and use them as factors in determining which assessment test is the right one for you.
#5—Don’t make the assessment a stand-alone pass/fail for being hired.
An assessment test should be a vital tool in hiring. However, it should not perform the decision-making function. These are not fool-proof tools.
#6—Do your homework!
There are many good tools available, and by researching these on the Internet and taking samples of three to four, you should be able to make an informed decision.
Assessments can help you to identify a person’s strengths, weaknesses, and aptitudes. However, it’s critical to do the necessary amount of work up front to ensure that the assessment you do choose to use helps you hire the best candidates available for your job openings.
Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the U.S. and Canada that recognizes staffing agencies that have proven superior service quality based entirely on ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%.
Contact Time Staffing today to find out more about our placement services for employers!
Time Staffing Inc.