Dispelling 4 Myths About Candidate Assessment Tools

Dispelling 4 Myths About Candidate Assessment Tools
From Recruiter - January 3, 2017

As is the case with any industry in the year 2017, technology has been and continuesdriving major changes in the field of corporate recruiting. Talent networks such as LinkedIn, Indeed, and Glassdoor have changed the way recruiters and candidates connect; applicant tracking systems are improving the application process for candidates and keeping things organized for recruiters; data analytics and passive candidate sourcing have drastically increased the size of the average recruiters talent pool.

So whats next?

As the Hiring Process Grows Longer, Employers Turn to Assessments

Managers estimate that one in five employees should not have been hired, and vetting candidates is taking up to 50 percent longer than it has in years past, according to research from technology companyCEB.

Delays in hiring, in large part, are occurring because the number of stakeholdersfor instance, managers of adjacent teamsparticipating in any particular hiring decision have been increasing, says Jeff Facteau, Ph.D., director of product management for CEB. The coordination between more stakeholders and the need for them to have an opportunity to interact with candidates and participate in the process of making a hiring decision all require time. Ironically, our research has found that the addition of multiple stakeholders in the decision process beyond two or three people in total doesnt significantly improve the quality of hiring decisions.

Perhaps this hassle and the lack of returns are why many employers are turning to candidate assessment tools to help them find applicants who are better fits for their companies. Assessment tools can aid many employers inavoiding bad hires while cutting down onthelength of the vetting process.

The starting point when using assessments is to determine the competencies and characteristics that are necessary for success in a particular role, Facteau says. So, first and foremost, assessments help drive quality of hire by ensuring that candidates are evaluated on the basis of desired/needed job-related characteristics.

In addition, the tools can provide a level of insight beyond what an interviewer might be able to achieve on their own.

Assessments, backed by science, add a level of objectivity to the hiring process that goes beyond gut feeling, Facteau says. They are objectively scored, which reduces the degree to which subjective and potentially flawed information is considered.

Facteau notes that progressive companies are also using machine learning algorithmsto identify top candidates. These algorithms review resumes against criteria drawn from the resume features associated with high- and low-performing employees in a company.

When psychometric and algorithmic assessments are used together, they significantly minimize the biases that are inherent inhuman decision-making, Facteau says.

Busting the Myths Around Candidate Assessment

Despite all the ways in which candidate assessments can help employers make better hires, a number of HR pros and recruiters avoid this technology because of the many negative and misleading rumors that circulate aboutit.


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