Imagine you're lost somewhere. Your GPS is out of batteries, and your smartphone with navigation is dead. The maps you look at are outdated and your best option - your only option - is to ask someone for directions. Much to your surprise, they give you step-by-step directions to where you need to go, down to the last detail. You thank the person, feeling relieved, but don't even stop to think that he or she might be wrong and sending you off course.
This concern exists for many things in life, including talent acquisition. Your goal as a company is to use the tools at your disposal to attract, identify, and hire the best candidates available. For pre-hire assessments, a well-designed assessment should, first and foremost, uncover the talents, personality traits and job-relevant skills that a candidate may possess. But doing this isn't as simple as "plugging in and going" - just as your assessments should be built for your jobs, they must also be designed so that candidates can understand the questions and situations the assessment is presenting them. If your assessments aren't clear with the directions they're giving candidates, you risk losing candidates that abandon the process.
You could be at risk at missing out on more than just one qualified candidate, since this will impact all candidates regardless of quality. Two examples of these risks are:
- Unclear directions: A candidate may be able to do the job well, but if the directions on the assessment aren’t clear to the candidate, they may make mistakes they normally wouldn’t make.
- Confusing questions: Maybe a candidate is the right fit for the job, but isn’t certain about what they’re being asked in the assessment. They might complete the assessment incorrectly or abandon the process..
Unlike the “bad personality” concerns that were previously reviewed, the remedy to this problem is by making sure your assessments are designed to be clear, easy-to-understand, and all around accessible. Don’t let your best candidates spoil their own chances due to a poorly-designed assessment – that’s the equivalent of building a shoddy house because the tools weren’t up to par. Take full advantage of your hiring assessments by making sure they meet the needs of the jobs you’re looking to fill – as well as supporting the candidates who take them.
To learn how to build a top-notch hiring assessment, contact us today, or if you're not sure if your company is ready for a hiring assessment, download this e-book below on must-ask questions to decide if you're ready for a pre-hire assessment process:
Topics: Talent Selection Ideas