Do you answer YES to any of these questions? Than you probably do.
1. Do you hire using unstructured interviews?
Interviews provide a great opportunity to communicate directly with candidates during the recruitment and selection process. However, interviews that do not use a form of structure will not be effective. Ensure that questions are job related and all applicants are evaluated using a common set of parameters.If the cornerstone of your hiring process is an unstructured interview, think about making some changes. These include:
- add a structured interview
- add a psychometric assessment add a psychometric
- collect consistent, job related information about each applicant
2. Do you have high turnover at one or many key positions?
Turnover cannot be completely eliminated. But even a slight reduction in turnover can equate to significant savings. Psychometric assessment has proven to reduce staff turnover.
Assessments make it easy to measure your current top performers. They will allow you to build an internal benchmark and compare potential candidates for each role.
3. Do you have a high volume of applicants?
All businesses experience very high applicant volume at some point. It may take extra time and effort to evaluate so many applicants, however it will give you much more choice.Psychometric assessments will help you:
- Eliminate the bottom 20% of applicants
- Identify the cream of the crop. Recruiters and hiring personnel are able to focus their attention on applicants who have the best chance of success
4. Are you worried about the legality of your hiring process?
Organisations that do not use assessments are putting themselves in legal jeopardy. Those who use a well thought out assessment strategy and follow best practices will be stronger in their legal defense.If your hiring process is audited, every part of it is going to be considered a test. The use of unstructured methods not based on a job analysis and other forms of due diligence are not going to hold up.You will have a stronger legal defense of your hiring process if a valid, relevant assessment is used. You should treat all forms of evaluation as a test to evaluate all applicants consistently.
5. Do you hire for potential and then train/develop?
Assessments are excellent indicators of raw ability.Concentrate most of your attention on Level 3 as most skills can be taught once the candidate is in post. A candidate’s raw ability will determine how to build a post-hire training and development programme.
6. Does good job performance boil down to one or two simple things?
Entry-level positions make great roles for assessment. For instance, in many hourly jobs the ability to provide good customer service, be quick to respond and detail oriented can have a significant impact on the bottom line.Simple assessments can make a big difference when it comes to helping companies to hire workers who can get the job done.