So you have some open positions to fill within your company, but you have had a series of bad hires that have cost you a great deal of time, energy, and money. How can you safeguard yourself from this continuing cycle and hire the best, most qualified candidates for the job?
High employee turnover is a fact for many companies, but it doesn’t have to be. If you have examined your leadership and found that employees are being treated equitably, it may be time to consider pre-employment assessments to screen potential employees before offering them a position.
Benefits of a Pre-Employment Assessment
Far from the antiquated employee screenings of the past, our progressive pre-employment assessments (or screenings) can take a good deal of guesswork out of finding and retaining great employees—saving you thousands of dollars and helping your business reach its maximum potential. Why? The simple fact is that some people interview well, and may even look good on paper, but may not have the personality or aptitude for the position. The reverse can also be true—some interviewees don’t interview well at all but can be gems within your organization! Here are some reasons to consider investing a nominal amount in employment assessments for large savings down the road.
Person-Position Compatibility.
Assessments can help you determine if a potential hire is a good “fit” for the job, greatly increasing the likelihood of that employee’s engagement, satisfaction, and longevity.
Measure Performance.
Assessments can measure the performance of the potential hire by assessing multiple areas, including judgement, leadership effectiveness, cognitive ability, behavior, personality, and level of motivation for management competency.
Increase Employee Retention.
Procuring high-performing talent means nothing if you can’t keep them around. Multiple studies have shown that you can reduce turnover by half with a scientifically-based assessment program.
Save Thousands in Bad Hires.
Per the U.S. Department of Labor, the price of a bad hire is at least 30 percent of the employee’s first-year earnings. For a small business or start-up, this can be a real threat to the business itself (U.S. Department of Labor Study, 2003). In 2013, CareerBuilder found in a survey of 6,000 hiring managers/HR professionals that 27% reported a single bad hire costing over $50,000. Ouch.
But not all pre-employment assessments are created equal. Do your research to find the most reputable and appropriate tests for your employees.
Need help finding the best pre-employment assessment tools for your organization? Leadership Excellence can help. Learn more about our Achiever Pre-Employment Assessment and Judgement Index Assessment, and how our pre-employment screening services can help your company avoid costly hiring errors.
We are now offering a free pre-employment assessment screening good towards your next hire when you sign up for a complimentary 15-minute consultation for any of our business services. Learn More…
FAQs on Progressive Pre-Employment Assessment
1. What exactly is a progressive pre-employment assessment?
Progressive pre-employment assessments are modern tools designed to evaluate potential candidates beyond traditional methods, focusing on a variety of traits like personality, cognitive abilities, and specific job compatibility. They integrate the latest in psychological research and data analytics to provide a more comprehensive picture of each candidate.
2. How do pre-employment assessments differ from traditional hiring processes?
Unlike traditional interviews and resume screenings, pre-employment assessments provide objective, data-driven insights about candidates’ abilities and potential for success in a specific role. These tools reduce the subjectivity involved in hiring processes and help pinpoint the best candidates based on scientific analysis.
3. What types of characteristics can pre-employment assessments evaluate?
These assessments can evaluate a wide range of characteristics, including but not limited to, cognitive abilities, personality traits, leadership potential, behavior patterns, and motivation levels. This helps in determining how well a candidate might align with a company’s goals and culture.
4. Can pre-employment assessments be customized for different job roles?
Yes, one of the major benefits of progressive pre-employment assessments is their flexibility to be tailored according to specific job requirements and company culture. This customization helps in accurately assessing the suitability of candidates for particular positions.
5. What is the legal standing of using pre-employment assessments in the hiring process?
Pre-employment assessments are widely accepted and legal as long as they are professionally developed, scientifically validated, and administered fairly to all candidates. They must comply with employment laws, including those related to discrimination and privacy.
6. How long does it typically take to administer a pre-employment assessment?
The duration can vary depending on the depth and breadth of the assessment. Typically, these assessments can take anywhere from 15 minutes to over an hour. It’s important for employers to inform candidates about the expected duration beforehand.
7. Are there any specific industries or job roles that benefit most from pre-employment assessments?
While beneficial across various industries, sectors such as healthcare, technology, finance, and senior management roles often utilize these assessments to ensure high levels of competency and fit due to the critical nature of these positions.
8. What should candidates know before taking a pre-employment assessment?
Candidates should be aware that these assessments are intended to evaluate their fit for a role and are not personal judgments. It’s advisable to answer honestly and to consider each question thoughtfully to ensure the accuracy of their assessment results.
9. How do pre-employment assessments improve employee retention?
By ensuring a good fit between the candidate’s capabilities and the job’s demands, pre-employment assessments reduce the likelihood of turnover. Employees are more likely to stay longer at a company if they are well-suited to their roles, leading to greater job satisfaction and engagement.
10. Can pre-employment assessments predict future job performance?
While no tool can predict future performance with complete certainty, well-constructed pre-employment assessments are effective predictors of a candidate’s likelihood to succeed in a role. They provide insights into how a candidate might handle job-related tasks and adapt to your company’s environment.
