Planning
your candidate evaluation strategy early in the hiring process helps set the
stage for attracting quality candidates.
All assessments and measurements used for evaluating candidates must be
linked to the job requirements. A talent assessment strategy can then be
developed based on the competencies that are critical to successful performance
on the job. Assessing the candidate’s
potential for success in the position is what we call Job Fit. Talent
Selection Assessments are a crucial consideration in this regard. Take a quick
look at Candidate
Assessment Strategy USA, and you will understand that
talent selection assessments will help you reduce turnover, decrease hiring
costs, reduce interviewing time, and it will increase your quality of
hire. If you choose the right talent
assessments you will be on your way to building an agile, high performance
workforce. The reason is that you will be able to identify the high potential
candidates who showcase the competencies needed to become a high performer. You
will be able to identify the job fit, manager fit and team fit that are
critical to high performance.
Potential benefits to
gain from assessment strategies
●
Aptitude
assessments will help determine if the candidate has the ability to do the
job. The more complex the job, the
higher the level of cognitive ability needed to perform the work. If they don’t have the ability to solve
complex problems they will very likely fail in the job. Another way of looking at cognitive ability
is learning speed. How long does it take a person to learn a new skill or
competency.
●Personality
assessments help employers identify candidates whose behavioral traits are well
suited for a specific position. Personality assessments are designed to reveal
particular aspects of a candidate's personality in order to predict the
likelihood that he or she will excel in a specific position. Examples of personality measures include: willingness
to work in teams, willingness to comply with rules and regulations, ability to lead
others, ability to cope with stress and pressure, etc.
●
Motivation
assessments can identify the attitudes and passions that your high performers
have in common. Passion generates
energy and enthusiasm and it kicks a person into high gear. Highly
self-motivated candidates have a high degree of interest and passion for the
work demands and task requirements of the job. Just because someone is good at
doing something doesn’t mean they love to do it. Achievement levels are influenced by a
person’s optimism or pessimism attitudes.
