Leveraging Assessments in Talent Acquisition

The world of talent acquisition has grown more complex and sophisticated over time, evolving from the rudimentary method of conducting imperial examinations in China during the 605 AD to the modern, technology-enabled strategies we see today.

However, the most intricate yet invaluable part of the recruitment process, despite its historical significance, remains the application of assessments.??

With the advent of technology and data-driven algorithms, there are now a myriad of assessment tools at our disposal. The challenge lies not in the availability but in the selection of the right tool. This could be daunting considering the plethora of choices, each with its unique benefits and pitfalls.

One of the most prominent tools, the Myers-Briggs Type Inventory test, for instance, came into existence as early as 1943. Nevertheless, the real game-changer has been the transition from the traditional resume-oriented approach to the more accurate, cost-effective, digital assessments.??

The crux of using an assessment tool effectively is not merely about the tool itself but the underlying benchmarking and validation process. It's akin to cooking a gourmet meal - the ingredients matter, but how you combine them ultimately determines the taste.

If you don't plan on seasoning your assessment process with proper benchmarking and validation, you risk not only the quality of your hires but also the diversity of your workforce.??

Assessments, if used correctly, should predict the success or failure of a candidate in your organisation, meet diversity and inclusion requirements, and be tolerable by your candidate pool. They should be designed to measure what they are meant to and deliver consistent, accurate results.??

When it comes to choosing an assessment tool, a list of considerations come into play. The tool should align with your culture and values, and the hiring managers need to understand how to leverage them effectively.

Consider also the candidate’s perspective - the test should seem relatable to the role, be acceptable to them, and provide useful feedback. From a technical standpoint, the tool must be reliable, affordable, and globally usable, with a reasonable completion time.?

Adding to this, the assessment process should fit the organisation's culture and values. It should encourage employee engagement and productivity, thereby enhancing customer satisfaction, retention rates, and ultimately, profitability.

Moreover, it should help identify candidates who would thrive in your organisation's environment, ensuring the consistency of employee and customer experiences.??

Psychological, behavioural, and technical assessments form other significant parts of the equation. Psychological and behavioural assessments provide a framework for understanding employees' and candidates' workplace behaviours.

Similarly, technical assessments measure a candidate's job-specific skills, ensuring they are up-to-date with their skills and knowledge. It's essential that these assessments are custom-made to fit your specific roles and organisational needs.??

Assessment centres serve as a comprehensive platform to evaluate how candidates respond to different situations, tasks, and tests. The rigour and versatility of a well-executed assessment centre could make it more effective than any other recruitment method. However, they should be designed to provide a level playing field for all candidates and offer valuable feedback.??

While the world of assessments might seem like a labyrinth, having a nuanced understanding of assessments and how to apply them effectively can illuminate the path towards hiring the right talent. Remember, it's not just about having a tool, it's about knowing how to use it that makes the real difference.?

For a more detailed and comprehensive guide on this topic, check out our Talent Acquisition Insights Series , where you’ll find series of insights papers and accompanying support packs, designed for HR, TA & Business leaders looking to examine, improve and/or build their capability in hiring top talent effectively.?

Produced by the team at Join Talent, the only practitioner built & led management consultancy and embedded talent solutions provider in the market.??