There are many advantages to using properly designed and implemented pre-employment assessments, but it can be confusing to figure it all out without an education or extensive experience in using assessments for selection. It is no surprise, then, that many trailblazers who wish to bring assessments to their organizations have a difficult time explaining the value of assessments internally. Here are a few ideas for explaining the value of assessments to your key stakeholders. Properly designed assessments are:
1) Tied to key competencies required for the job, in a legally defensible way.
At Select, we follow current professional and legal standards when setting up any selection criteria. This includes a job analysis, where we learn more about the education, technical skills and “soft skills” needed to perform the job. We do this through a combination of survey work, focus groups and observation. Afterward, we map all selection criteria to the competencies that were identified in the analysis. This ensures that your content is job related, which is key to both predicting success on the job, and to ensuring legal defensibility.
2) Used to screen out candidates that are likely to display risky behaviors, in a consistent and fair way.
One of the hallmarks of any great selection system is that each step provides utility and value. This means that you’re making meaningful decisions based off of each step. Decisions like – is this person considered an applicant? Will this person be interviewed? Did this person meet our expectations in the interview? Your process should provide clear, job-related and consistent answers to these questions by screening out candidates who do not meet the criteria required.
3) A great way to let your recruiters spend more time with only qualified candidates.
Assessments save your organization time and money by letting your personnel focus their time with candidates that meet the benchmark on competencies needed for success on the job. This is especially important for organizations that have a small recruiting team, or just want to leverage their recruiting talent in other ways. How many resume reviews, phone screens and on-site interviews could be avoided if you knew ahead of time that the candidates weren’t the right fit? A little money spent on an assessment that screens out the wrong candidates translates to hours of time back in your teams’ day.
4) Created with the end in mind.
Some assessments are designed to screen out risky candidates while others are designed to take a “deep dive” into numerous competencies and help you identify the cream of the crop. Just like you wouldn’t use a hammer to fix a watch, you wouldn’t use a screening assessment as the only tool to help select your next VP. The right tool must be carefully selected based on the situation and the desired outcome.
If you’re feeling overwhelmed, don’t worry! You don’t need to have this all figured out right now. Use these four points to help drive the conversation about using employee assessments at your organization. And be sure to ask questions to all potential vendors questions based off of these points. If you're interested in learning more, read our whitepaper about getting the best return on your employee assessments: