The power of hiring assessments can’t be overstated enough in a number of different areas. From being able to evaluate skill sets, to gaining insights on a personality type, and even testing a candidate through job simulations, pre-hire assessments provide a number of potential opportunities to improve the talent acquisition process.
But is this all just a waste of time?
There are candidates who believe that, ultimately, hiring assessments are nothing more than time wasters for both the candidate as well as the hiring team. This belief stems from the idea that “whatever is on the resume is enough to inform the hiring manager what they need to know, and anything else can be followed up on in an interview.”
And, to a degree, this perspective is correct. A resume and a good interview can be helpful to the hiring process. But selecting a candidate is just like any other major decision in this day and age – you’ll want to do your research and vet the choice from a number of ways. If you were to buy a car, for example, you wouldn’t just read a brochure and ask a salesperson, you’d go online and read consumer reports, reviews, learn about different experiences, and discover if there are things you need to know you may not have otherwise thought of. The same rules of research apply to a candidate.
The misconception that “resumes are good enough” can come from a couple of different areas. Old-school thinking can certainly be one. Another area is the belief that assessments don’t inform a hiring manager enough about a candidate. But, the true concern is rooted within candidates who aren't positive about assessments in general. (The talent seeking version of “I’m a bad test taker” that we would see in school.)
In truth, resumes help us understand the background of job candidates, but they don’t tell everything about a candidate. A resume acts as a good foundation to show that a candidate may have experience with certain jobs, or possesses certain skills, but a hiring assessment enables them to prove it – while providing quantifiable data to the hiring teams. The reality is that a hiring assessment is something that enables a candidate to prove what he or she claims on their resume. And, assuming the assessment is well designed, the process won’t be painstaking or detracting from a resume and interview – it will be complimenting.
To learn more about making the most out of your candidate selection process, download our whitepaper "Developing a Quality of Hire Report Card for A+ Results" below:
Topics: Better Interviewing