We hear a lot about how artificial intelligence, “big data”, and predictive analytics won’t replace jobs, but will augment them instead. The idea here is that the insights and data made newly available will empower existing employees to make better decisions.
While AI is a relatively new entrant to talent acquisition, pre-hire assessments have been empowering recruiters to make better decisions for decades.
Pre-hire assessments are like the original recruiter augmentation tool. By assessing candidates in a valid and reliable way, they provide predictive recommendations based on statistics and data, not intuition. The recommendations they make aren’t the end-all-be-all, but they provide a valuable starting point for recruiters swamped with candidates.
Pre-hire assessments remain a key differentiating factor in modern talent acquisition. In 2017, Aberdeen Research found that of the organizations it considers “Best in Class”, 85% use pre-hire assessments in recruiting.
Evaluating Your Assessment
When it comes to benchmarking parts of the hiring process, quality data is usually easy to come by.
Hard metrics like time to fill, time to turnover, and the costs associated with filling an open role are published annually by multiple firms. “Softer” benchmarks like effective interviewing techniques and the most lucrative sources of talent are also studied in depth.
But when it comes to this time-tested, scientific screening tool, there’s no real data for TA departments to evaluate themselves.
Sure, plenty of research exists around the number of companies using assessments, but this is not very useful for organizations looking to benchmark and evaluate their own assessment.
That’s why we worked with HR.com to survey over 600 HR professionals and benchmark:
- Assessment completion rates;
- The average time it takes a candidate to complete an assessment;
- What assessment “features” TA leaders consider the most valuable (comprehensive reporting, mobile-friendliness, etc);
- Perceived effectiveness;
- And more.
So you can know how your pre-hire assessment stacks up in 2018.