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In our previous articles, we explored the benefits of creating custom hiring assessments for recruitment purposes. While these assessments can be highly effective in evaluating a candidate's job-specific knowledge and skills, they should not be the sole basis for making hiring decisions. In this article, we'll delve deeper into the importance of using custom hiring assessments in conjunction with standardized assessments to create a more comprehensive and reliable hiring process.
Hiring assessments are designed to evaluate the knowledge, skills, and abilities of a candidate. These assessments help employers determine if a candidate is a good fit for the position and identify any gaps in their skills or knowledge that may need to be addressed. According to a survey conducted by the Aberdeen Group in 2017, companies that use pre-employment assessments in their hiring process have a 36% greater new-hire retention rate compared to companies that do not use such assessments.
Using standardized hiring assessments can ensure that all candidates are evaluated using the same criteria, which helps reduce biases in the hiring process. Additionally, custom hiring assessments can be tailored to specific job requirements and can evaluate a candidate's fit for the company's culture and values.
By using a combination of these assessments, employers can get a more complete picture of a candidate's potential fit for the job and the organization. This approach can help identify candidates who have the right skills, experience, and personality traits to succeed in the role and are likely to stay with the company long-term. Ultimately, using pre-employment assessments can lead to more successful hires and better employee retention rates, as candidates who are a good fit for the job and the company are more likely to be satisfied and engaged in their work, leading to longer tenures with the organization.
In conclusion, combining standardized and custom hiring assessments in the recruitment process can lead to a more comprehensive evaluation of candidates, reduce the potential for bias and discrimination, and improve the predictive validity of the selection process. These findings are supported by a number of surveys and studies conducted by reputable organizations and researchers in the field of personnel psychology.
Aberdeen Group. (2017). Pre-Employment Assessments: An Asset for HR in the Age of the Candidate.
Oswald, F. L., Schmitt, N., Kim, B. H., Ramsay, L. J., & Gillespie, M. A. (2016). Reductions in organizational diversity from preemployment testing. Journal of Applied Psychology, 101(8), 1105–1121.
Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124(2), 262–274.