Delving Deep into Talent Selection Assessments

In the human resource industry, talent selection assessments are a hot topic. Talent selection assessments help employers identify the top candidates for their open position. In today’s employment landscape, talent assessments are recognized as a vital component of a company’s success and performance. Talent selection assessments provide organizations with an opportunity to identify and hire the candidate with the best job fit, organization fit and team fit.

Why should Employers Conduct Talent Selection Assessments?

Talent selection assessments are widely known as employment screening tests or pre-employment assessments. These assessments are generally conducted to evaluate the job fit of the candidate for a specific position.  Unlike interviews, where the candidates are often telling hiring managers what they want to hear, talent assessments are data driven and objective. Talent assessments provide empirical evidence (i.e. information acquired by observation in the form of recorded data that can be the subject of scientific analysis). 

Selection Decisions are based on all of the Information Collected on a candidate

Selection decisions are based on the following types of information collected from candidates: Application forms, Resumes, Cognitive ability tests, Job Knowledge tests, Personality tests, Biographical data inventories, Integrity tests, Structured interviews, Physical fitness tests, Situational judgment tests, Work Samples, Assessment Centers, and Physical ability tests.  Any assessments used must be able to show job relatedness.

What Can you Expect in a Talent Selection Assessment?

Though each talent assessment is unique, there are some common things that you can expect from online talent assessments:

➔   Verifications of specific job skills required

➔   Verbal reasoning and problem-solving questions

➔   Numerical reasoning and problem-solving questions

➔   Questions about motivations and passions

➔   Questions about Personality Traits or Behavioral Traits

➔   Situational Problem-solving scenarios

➔   Technical Knowledge questions

➔   Questions about honesty, trustworthiness, and dependability

Are Talent Selection Assessments a Pass/Fail Process?

Talent Selection decisions need to be based on all of the information collected on candidates,

not only a single assessment score.  The talent selection decision should be based on the Overall Job Fit, Organization Fit and Team Fit.

The Five Steps of the Talent Selection Process are:

●     Gathering pre-qualifying information (e.g. application, resume, pre-qualifying questionnaire etc.)

●     Conducting Talent Assessments (e.g. cognitive ability, personality, motivations, integrity etc.)

●     Conducting Structured Interviews (e.g. Knowledge, skills, abilities, job fit etc.)

●     Conducting Background Checks and Reference Checks

●     Making the Final Selection Decision and the Job Offer

We hope that our post has given you a brief overview of talent assessment processes and strategies. So, if you choose to conduct talent assessments, you will have a good idea of the different strategies available to you.  If you have questions or would like more discussion about your talent assessment strategy, you can contact Hire Smart for further assistance.

Candidate Assessment Strategy USA is Linked to Growth in Company Performance

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. 

If you are looking for help in identifying a candidate assessment strategy USA. check out https://www.hiresmart.com/.   You will find descriptions of a variety of proven talent assessments that measure aptitudes, personality and motivations.  

Pre-employment Assessments USA Help You Hire The Right People

Pre-employment assessments USA is not merely another business fad. Talent assessments can measure a person’s behavior, personality, problem-solving, competence, integrity, and skills. Identifying the most qualified candidates early on will save you time, money and resources.  Start by defining the behavioral traits and problem-solving abilities required by the top performing employees in your business. Instantly see the job fit and mismatches between a candidate and the job. Every business wants to find the right employees - the people who will fit in, become top performers, and contribute to the company’s success.  If you want to make better hiring decisions you will need gather more accurate, objective information and stop trusting your gut. The quality of information collected equals the quality of hire.

Perks of Pre-employment assessments USA

• Hire with confidence. Predictive analytics takes most of the guesswork out of hiring.
• Understand job fit.  Compare candidates to customized hiring benchmarks or profiles.
• Replicate top performers. Top performers often share common traits.
• Backed by science. Valid, reliable and predictive. 
• Hire more high potentials.  Identify applicants with the highest potential for success.
• Quickly identify unqualified candidates.  Identify applicants with low potential for success.

We have listed many of the advantages of Pre-employment assessments. If you are looking for a way to make your hiring process easier, then you might want to take a look at https://www.hiresmart.com for smart solutions.

Talent Assessment Strategy USA: Facts that You will Want to Know

Only 19% of new hires go on to succeed in their new positions according to Leadership IQ’s Global Talent Management Survey. The study assessed 1463 American companies and 972 Chinese companies on a range of topics, including leadership, engagement, retention, and recruiting.  Leadership IQ’s three-year study involved more than 5,000 hiring managers during more than 20,000 hires and found that while hiring managers often focus interviews on job skills, lack of skills accounted for only 11 percent of new hire failures.

Top Four Reasons Why 81% of new hires failed

26% of new hire failures were due to low Coachability which was defined as an inability to accept feedback from those they work with including supervisors, colleagues, peers and customers. 

23% of new hire failures were due to a lack of Emotional Intelligence which was defined as an employees’ inability to understand their emotions, as well as the emotions of others.

17% of new hire failures were due to low Motivation which was defined as insufficient drive to exceed or excel in the job.

Many of the remaining new hire failures were due to Temperament which was defined as poor personality fit for the job. 

Talent Assessment Strategy USA is used for: hiring new employees, evaluating current employees for different roles, identifying employees with high leadership potential, comparing talents against established job fit benchmarks, and to create individual development plans based on an employee’s strengths and skill gaps. Employers often use the following methods of talent assessment: Structured interviews, Work simulations, Problem-solving tests, Personality tests, Unstructured interviews, and Assessment/Reviews of Education and Experience.

Talent Assessment Strategy USA will help you design your hiring interview and your talent assessment strategy to evaluate:  Coachability, Emotional Intelligence, Motivation, and Temperament.

Employee Development Solutions: An in-depth discussion

During the current Covid-19 Virus Outbreak, it is much easier to understand the value proposition of your current workforce.  How would your business survive if half of your workforce was not performing or not available any longer?  This is where employee development solutions can provide a pathway forward for any business.  With tailored training solutions, you can address competency gaps and talent gaps to make sure that your employees are aligned with the strategic goals and sustainability of your organization.

To begin a strategic employee advancement program, consider focusing on the following:  

• Collect performance feedback from multiple perspectives. We use 360 degree assessments to identify the competency gaps. 
• Develop core competencies with targeted training across your business spectrum.
• Design an agile organizational structure so that all of your employees are growing toward positions of greater responsibility and contributions.·           
• Raise the performance level bar with workforce analytics and real-time feedback.
• Create a proactive career development plan so people have a clear roadmap of how to advance their career and the organization.
• Give cross-knowledge training and multiple role training some serious thought.
• Focus soft skills training on team building, workplace conflict management and emotional intelligence development.

You can build a superior work environment for your employees through the training you provide.  All employees enjoy a defined career path leading towards career advancement,

and your business will grow as a result of your investments in employee development solutions.

Pre-Employment Assessments Canada

Pre-Employment Assessment (i.e. selection tests) help hiring managers choose the right talent for a particular job. Assessments need to be designed in such a way that can help select the candidate that fits the job the best. In addition to job fit, manager fit and team fit can be important considerations.  For sales jobs, problem solving abilities, work motivations, work preferences, work values, personality traits and behavioral characteristics can be useful predictors of success. For manager roles, verbal and numerical abilities, interpersonal and leadership style, assertiveness, decision-making and judgement are often critical predictors.

The PXT Select assessment tool is a “cutting-edge” online hiring assessment Canada. It is useful for both sales and manager talent selections. If you are a sales recruiting firm in Canada, the PXT Select assessment can remove most of the hiring mistakes, commonly made when selecting and placing sales candidates. 

HireSmart is an authorized partner of PXT Select. We offer a full suite of PXT Select Online Assessment, making your sales and management talent selections, less complex and more accurate. Visit https://www.hiresmart.net/ for a complete description of PXT Select Assessments and Benefits.

Contact Us:

4140 E Baseline Rd, Ste. 101 

Mesa, AZ 85206, USA 

Phone: (480) 503-2945 

FAX: (866) 296-4277 

Email: Neil.Clark@hiresmart.net 

Customer Service Jobs in Arizona

Among the several categories of jobs available in Arizona, Customer Service Jobs are very popular among the people of Arizona. The average salary for a customer service representative in Phoenix is around $36,360. The different verticals of the customer service jobs include technical supports both inbound and outbound, educational surveys, healthcare surveys, financial services, insurance services, legal disputes, conflict management and home-based surveys. The main hiring criteria for customer service jobs are excellent communication skills, professional attitude, competent in Microsoft Office, good negotiation skills and empathy. For this kind of job, there is often no specific educational qualification.  But, previous customer service experience and knowledge would be desirable.

The Customer Service Profile at https://www.hiresmart.net/customer-service-profile/ helps employers to select the right talent for this job category. The majority of the people of Arizona considered Customer Service roles to be a very satisfactory job.  A large number of people are attracted to this role.  The salary provided by this job is also satisfactory to comply with the living standards of Arizona along with quite a good amount of perks provided in many jobs. Many of the job satisfactions in customer service come from solving problems for people, and through the availability of attractive perks and incentives.

Contact Us:

4140 E Baseline Rd, Ste. 101 

Mesa, AZ 85206, USA 

Phone: (480) 503-2945 

FAX: (866) 296-4277 

Email: Neil.Clark@hiresmart.net