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7 Quick Tips for Optimizing Your Pre-Hire Assessment

Source | Business 2 Community : by Jennifer Costa

As a human resources professional, you understand just how important it is for your organization to bring in top-quality talent. You’ve also probably discovered just how difficult it is to build a great team of employees who can connect with your customers and provide them with a smooth and seamless service experience, especially when it comes to your frontline staff.

While there certainly isn’t a one-size-fits all approach to finding and retaining top talent, pre-hire assessments are a great tool for predictinig how well a candidate will perform. For instance, research shows businesses that use a custom-tailored pre-hire assessment experience a 39% lower turnover rate among high-potential candidates.

Whether you’re looking for the right cultural fit, a highly specific set of skills or a candidate who can form lasting, lucrative relationships with your customers, data-driven talent selection tools can help identify the candidates with the highest potential of not only succeeding, but sticking around long enough to have positive impacts on your business’s growth.

We’ve talked before about steps you can take to choose a quality pre-hire assessment based both on the vendor and the test itself. However, if you really want to see exceptional results, it’s vital to take the time to optimize the set of hiring tools you’re using. After all, if you’re not capturing the right metrics, you won’t get connected with the right people.

Steps for Optimizing Your Pre-Hire Assessments

Before hiring staff for your frontline positions, you should collaborate with workforce scientists to decide what the long-term goals of your assessment process will be and what the ideal assessment will include. The data an assessment captures should be relevant not only to your organization, but to the specific role within the organization that you are seeking to fill.

1. Evaluate exactly what it takes to do a job well. Before hiring even begins, a job analysis must be created for the specific role you want to fill. Take a close look at the job role and ensure that the specifics are built in to the assessment process. For example, the competencies required for an inbound service role will look different from critical sales skills, so it’s important to determine what’s required for success in the position before finding an agent to fill it.
2. Get input on critical competencies required for the role from subject matter experts. When determining which competencies drive job success, get the input of as many subject matter experts as possible. It’s helpful to involve the hiring manager and direct supervisor for the role in this process. You may also gain perspective from current employees who are thriving in the role that you are hiring for, as well as executives within your organization. The more diversity you have in the development of your job analysis, the more comprehensive it will be.

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