How can you use self-assessments and career inventories to attract diverse talent?

1 What are self-assessments and career inventories?

Self-assessments and career inventories are questionnaires or tests that measure various aspects of a person's personality, skills, interests, motivations, and work styles. They can be used for different purposes, such as career exploration, development, coaching, or transition. Some examples of self-assessments and career inventories are the Myers-Briggs Type Indicator (MBTI), the Holland Code (RIASEC), the StrengthsFinder, and the DISC Profile.

2 How can they help you attract diverse talent?

Self-assessments and career inventories can help you attract diverse talent in several ways. First, they can help you create more inclusive and accurate job descriptions, by focusing on the essential competencies and behaviors that are required for the role, rather than on specific qualifications or experiences that may exclude some candidates. Second, they can help you screen and evaluate candidates more objectively and fairly, by using standardized criteria and data that are relevant to the job performance, rather than on subjective impressions or biases. Third, they can help you engage and retain candidates more effectively, by showing them that you care about their fit and potential, and by offering them feedback and guidance on their career paths.

3 How to use them in your recruiting process?

Using self-assessments and career inventories in your recruiting process can be beneficial, depending on your goals and resources. To make the most of these tools, it’s important to choose the right ones for your context and purpose. Additionally, you must communicate the purpose and benefits of the tools to your candidates so they understand that the tools are not meant to judge or eliminate them. Furthermore, self-assessments and career inventories are not a substitute for other recruiting methods, such as interviews, references, or work samples; instead, they should be used in conjunction with them to get a holistic view of your candidates. Lastly, provide feedback and follow-up to your candidates after they complete the assessments so they feel valued and understood.

4 What are the benefits of using them?

As a recruiter, self-assessments and career inventories can provide you with many benefits. You can streamline your recruiting process and save time and money, while also avoiding wasting resources on candidates who are not a good fit. Additionally, you can improve the quality and diversity of your talent pool, as well as enhance your employer brand and reputation. Moreover, self-assessments and career inventories can help you match candidates with roles and cultures that suit them best, thus increasing their satisfaction and retention. Furthermore, you can foster their engagement and loyalty by providing them with feedback and support on their career development.