Every organization in the world wants to hire the perfect candidates for their job posts. It includes candidates who perfectly understand and carry out their job role demands. Although this is the primary hiring criterion, recruiters are also concerned about hiring candidates who will fit into their work culture, be adaptable to changes, deliver tasks in time and, of course, stay with the company for the long run. because of talent assessment show if candidates can accomplish the job you’re looking for as well as if they’ll fit in with your company’s culture and team. You may minimise the number of candidates to a small, highly qualified group by employing pre-employment evaluation tools.
You’ll have a better understanding of the applicants’ abilities, and your procedure will be a lot more efficient as a result.
Following these talent assessment steps can help talent acquisition and hiring managers find their perfect candidate.
Analyzing current and future skills of candidates
The skills, competencies, and abilities remain the primary criteria for hiring candidates for every organization.
The question is how to communicate your requirements with the candidates? This is where job descriptions and job requirements help. You need to outline all key tasks, responsibilities, and expectations while preparing the job description and requirement page.
Talent assessment test tools can be a significant help you make better hiring decisions. You can use these tools to define and confirm a candidate’s required competencies, skills, and even decision-making skills.
You can design customized questionnaires, tests, aptitude tests, and many more for candidates and compare the results via performance rate and other key performance indicators.
According to the World Economic Forum’s Future of Jobs Report, around 50 percent of workers may be needing reskilling by 2025. The study also says that around 40 percent of employees are more likely to require reskilling in the coming six months or less.
This clearly states that the skills one possesses now may become obsolete in the future. Therefore, as a recruiter, you also have a job to identify candidates that can stand the test of time.
Besides technical skills, you also need to focus on a candidate who involves self-management skills, stress, tolerance, flexibility, active learning, ease of technological adoption, working with people, and problem-solving.
Diversify your hiring portfolio
As globalization is at its zenith, organizations have to think about everything from the whole world’s perspective. The first step is to diversify your hiring portfolio by being more inclusive and having a broader perspective. You need to hire talents from an objective lens and need to eliminate human interviewer bias.
Talent and skills assessment test software plays a key role in reducing human bias in the hiring process. They come with AI-integrated algorithms that analyze and scrutinize candidates according to their skills and performance by eliminating the cognitive and non-cognitive biases that humans often make.
Be realistic about your expectation
Organizations need to be realistic about their expectations from candidates. This includes keeping the roles and responsibilities precise and not overselling themselves to candidates. If you don’t need certain skills from a candidate, they no need to enter that in your job description.
For example, if you need a front-end developer-only, don’t enter ‘back-end developer’ in the description page unless you need it. It may lead a highly qualified back-end developer to back out applying for the position if they do not know back-end development.
Another mistake done by organizations is by overselling their job positions to attract more candidates, such as promising a prominent position in the future, or salary increment, etc. This will backfire if the promises do not turn into reality, leading to more employee turnover.
You can also use a customized situational judgment test to understand how a candidate behaves to uncertainty, excessive job pressure, adaptation to new roles and responsibilities, etc.
Hire candidates with the right skills and behavior
Hiring candidates based on their skills does not always work in the long run. You need to identify candidates on their behavioral, social, and other skills as well. Just because a candidate performs well in an interview does not guarantee their output in a real-life scenario.
Do you need to find out what motivates the candidate? Is it money, workplace culture, or anything else? Not all candidates leave their last job for financial gain. Some leave their job due to bad work culture, or for higher scope in career, etc. Maybe some candidates won’t fit with your work culture, and you should find it out beforehand.
For this, you can conduct audibility and personality tests, assessment center exercises, and video interviewing to spot candidates who are more likely to perform better once hired or who are willing to stay long in your company.
Identify future development and career mobility
Since technology is frequently changing, a candidate must be ready and capable to adapt to the new work environment. They must be open to learning new skills and rapidly adapt to them.
More than 40 percent of employees in the UK and 33 percent in the USA believe they don’t have the new skills to get a new job. This is due to a lack of computer skills. Since the computer is embedded in everything, people lacking computer skills are falling behind.
AI-powered video interviews
Asynchronous interviews are becoming increasingly popular: in this sort of interview, candidates record their responses to questions, and interviewers analyse them at their leisure. Apart from being convenient, AI technology has transformed these interviews into talent assessment tools.
Face-scanning algorithms, for example, may be used to evaluate candidates’ tone, word choice, and other characteristics to choose the best candidate for the position.
Of course, there are issues to consider. Most artificial intelligence technologies have built-in biases, and there are also questions regarding the scientific foundation for studying expressions to predict job performance. So, while this isn’t the sort of talent evaluation to leap into on the spur of the moment, it’s one to keep an eye on.
Lack of adaptability to technological changes can be a hurdle for a company’s future as well
While companies mostly focus on hiring candidates to fit in with their current role, firms nowadays are hiring candidates using pre-assessment tests to check a person’s adaptability and digital readiness. A potential candidate must have the agility and curiosity to embrace, explore and seek new skills and information.
Use various skill assessment tests
Skill assessment tests are a great way to determine whether the candidate is fit for the job post. There are various types of tests to identify a potential candidate.
Personality tests are used to measure the candidate’s emotional and feeling states, motivations, preoccupations, attitudes, and approaches towards interpersonal relationships.
Writing tests help identify the person’s critical thinking ability and how well they can communicate with others, generate new ideas, solve a problem, etc.
MCQ tests are used to identify a candidate’s understanding, knowledge, and problem-solving, and judgment skills.
Besides soft skills, you can also use tools like coding tests for testing candidates’ hard skills. Besides, some software also comes with a feature that provides background checks on employees to determine their credibility.
Conclusion
We recommend companies employ these fundamentals in their hiring process to hire the right talent for their job post. It might seem quite an effort, but thanks to technology, everything is ready for us at a click of a button.
