Not too long ago, human resources focused more on compliance and administrative work than analytics. The shift into using data-driven decision making is one that’s full of potential and opportunity, whether it be to improve the hiring process, increase the quality of candidates, or turn talent acquisition decisions into greater financial gains. These efforts can be made with a hiring assessment tool, such as a job simulation or personality assessment, and oftentimes using a pre-hire assessment is one of the best ways to collect data and usher in positive change. However, using hiring assessments and analytics come with many new challenges to HR.
Finding ways to link a company’s hiring process to their onboarding production and employee engagement is no small obstacle. And, while analytics and hiring assessments make this possible, there are many pitfalls along the way that can create setbacks or even prevent these goals from being fully achieved. Although each company is different, there are two common challenges worth noting. These are:
- Understanding the “story” of the job
- The ability to continually identify and replicate data
While both seem like unique issues, each solution depends on the other. Understanding the story of the job means understanding the inherit compounds around successful performance. So, for example, if you have a “contact center” position, understanding some of the key components that make someone successful in that position is crucial. Things like communication skills, responsiveness, empathy, and problem solving are all qualities that affect the success of an employee; but if a company is only evaluating candidates on communication skills, they could end up with employees that can’t effective solve the issues they’re facing, or lack the personality to deal with angry customers calling in. These misunderstandings about the position not only influence current employee performance, but can also impact hiring decisions if the hiring process doesn’t evaluate all job-critical skills.
The solution is to identify areas of success within the position. Taking the time to evaluate what successful employees are doing, and then implementing those solutions into a pre-hire assessment, can drastically improve the quality of candidates. However, the identification cannot be a one-time connection. Continually identifying and replicating data, therefore, becomes the challenge. If a company has two data points connecting to one another, that’s great, but can they do the same tomorrow? The challenge is a continuous understanding of the data coming in from employees and candidates, so that as more data is uncovered, a company develops a better understanding of the job story and can improve the pre-hire assessment process – and therefore candidate pool – even further. This becomes a circle where the two challenges with analytics and hiring assessments essentially help solve the other – a strong understanding of the job means more opportunities to replicate data, and more data means more insight on the job.
Using analytics can feel daunting in any aspect, especially with pre-hire assessments, but can be overcome with the right tools and personnel. For more information, contact FurstPerson today, or download the free e-book, "5 Talent Acquisition Commandments for Every Productive Mass Hiring Team" below. And keep an ear open for the TechnologyAdvice Expert Interview podcast with FurstPerson President and CEO Jeff Furst, coming soon.
Topics: Talent Selection Ideas