Candidates: Are you interviewing and need support?
How do your organization’s pre-hire assessments stack up? A survey conducted by HR.com asked 600 talent acquisition and HR leaders about their pre-hire assessments. The results provide a roadmap for organizations looking to implement new pre-hire assessments or improve their existing assessment process. In this post we’ll examine some of the key takeaways.
For the complete benchmarking data, check out the full whitepaper.
The study divided organizations surveyed into two groups: high and low performing.
Social networks, job boards, and career pages allow recruiters to source more candidates than ever before, but recruiters are still limited when evaluating candidate competencies and qualifications. Assessments allow organizations to scale hiring initiatives without sacrificing quality.
While 90% of respondents agree that their assessments provide high quality hires, 79% of respondents also indicated that their biggest recruiting challenge was finding enough qualified candidates. This disconnect might mean that while assessments are great at identifying top candidates who complete them, they can also cause great candidates to drop out of the hiring process.
Respondents also believe that their solutions help with hiring at scale. Two-thirds of respondents agreed that assessments save administration and managerial time while also managing applicant volume.
In short, assessment solutions will remain a major part of corporate recruiting.
Assessments are also primarily used externally, which can limit internal mobility and sourcing options. Companies may find further value in their assessments if they use them to source and surface candidates from within the organization.
Modern assessment solutions incorporate and provide a host of different features. These range from simple competency analyses and job simulations to psychometrics and AI integration. Respondents answered two questions, the first on what is the most common feature in their assessment tools, and the second on how often are different features were used.
The data also reveals that employers look for assessments that are candidate friendly. Half (58% and 47% respectively) of respondents said that ease-of-use and speed were important. These responses also show that employers are more conscious of their candidate experience and employer brand. They understand that the best candidates aren’t interested in — nor have time for — an hours long assessment. This fact will become more relevant when discussing completion rates.
Despite trends in adoption rates and assessment functionality, few firms experience high completion rates among candidates.
Low candidate completion rates remain a problem with current assessment solutions. Streamlining the assessment process to meet both candidate needs (the ability to demonstrate competencies and skills quickly) and recruiter needs (the ability to get a holistic, scientific view of the candidate) is the key to creating a high performing assessment experience.
Generally speaking, the shorter and more user friendly an assessment is, the greater the likelihood that candidates will complete it.
While assessments clearly help high performing companies with talent acquisition and recruiting, companies that have not yet implemented systems are hesitant to do so.
The reasoning for this is varied, although the follow-up webinar with HireVue chief I/O Psychologist Nathan Mondragon revealed that cost and bias potential were chief concerns. It’s also possible that smaller companies see less cost savings from assessments as they have a smaller pool of applicants — their recruiting efforts simply aren’t dealing with the same volume as a major firm.
While these numbers provide a wide view of assessments, they are small part of a larger picture. Get the full whitepaper for a complete range of assessment benchmarking statistics.
With the integration of big data processes and artificial intelligence, pre-hire assessments are vastly more predictive than their rudimentary counterparts of the 2000’s. The evidence for assessments is clear, and talent-focused companies determined to attract the best candidates will continue to improve their tools to stay competitive.