Candidates and employees are an organization’s best asset. They are also the primary consumers of your product with very specific expectations on the company’s brand. These expectations and their experience with the hiring process will ultimately shape their engagement and performance if hired. It is important to treat candidates with respect during the hiring process.
Talent assessments can be very beneficial when used as part of a well-defined hiring process. They can create a performance profile that includes behavioral characteristics, skills, and personal inventories. This information can then be maintained to be used not only in the hiring process, but in evaluating your current employees for opportunities that arise through the use of performance reviews and promotion assessments.
Choosing the right assessment tool can be challenging as more sophisticated tools are developed and released. It is important that the chosen tool do the following:
- Be easy to take and be mobile optimized.
- Ask questions that are directly related to the position.
- Instill the organization’s values.
- Provide the opportunity to show proof of ability to perform the job tasks.
- Not be so long that it results in a high candidate abandon rate.
Regardless of the assessment tool employed, make sure to follow up with all candidates. Providing feedback and letting them know where they stand in the hiring process will help maintain a positive impression on the organization and its brand, whether the candidate has a future with the company, or not.
Future employees’ performance can be determined, in part, by an effective hiring process. The use of talent assessments as one part of the hiring process will help hiring managers understand more about the candidate and how well they may fit into the organization’s culture and production expectations.
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