In today’s competitive world, finding the right talent for your team is a common business priority. Compounding this activity is the pent-up hiring demand from the past 12 months of the pandemic, which means many businesses are currently looking to bolster their teams. So how can you assess your top candidates, act confidently, and choose the right person to join your team?
Your organization’s culture and productivity are built on the knowledge, experience, traits and behaviours of your people. Talent assessments allow you to assess one or more candidates against the role and your organizational culture, giving you additional insights beyond the interview into how the candidate thinks, behaves and performs.
Talent assessments provide information on behaviors, cognitive aptitude for speed and accuracy in learning, emotional intelligence, and leadership traits.
1. Build a highly skilled team
Teamwork, whether you are hiring a leader or an individual contributor, is influenced by behaviors and traits identified in talent assessments. How a person makes decisions or influences others can be instrumental in thinking about the importance of alignment, and the importance of diversity of thinking and problem-solving. How is your team driving business forward? Are they using facts, figures and logic to persuade and implement change? What balance of consultation and goal-driven behaviors will influence cross-functional team members? Do you need someone to build an innovative new process and implement it within a function, or do you need them to take over leadership of a high performing team? Do you need a safe pair of hands or do you need someone to shake things up to move the business forward? Talent assessments can provide information for you to think through what you need and how a candidate can support your goals.
2. Remove unconscious bias in your recruitment process
Addressing unconscious bias in hiring is a key consideration for organizations serious about diversity and inclusion. Talent assessments, tested for reliability and validity as well as compliance with human rights, are a credible factor to provide you with data for decision-making in the candidate selection process. Reporting and interpretation that compares a candidate against job role, team mix, and short and long term goals can assist a hiring manager to think more broadly about the factors that build success. Analytical touch points add an emphasis on fairness.
3. Reduce hiring costs and increase productivity time
When you identify a new or open role, it’s key that you hire the right person who will add value from day one. Every new team member impacts the team around them with their energy, their ideas and their delivery. However, a poor hiring decision can impact financial results through lost productivity and subsequent time and resources to search for a replacement. It can also affect your team as they take on more responsibilities to fill the gap during the search process and then spend time re-integrating another new team member. The cost of employee turnover is said to range from 33% up to 200% of a person’s salary. The opportunity cost drives employers to get that employee match right the first time. Working with a recruitment partner will provide you with market and industry knowledge, a talent pool of qualified candidates, and full information of the candidate’s career background and their behavioural traits to add to your team’s effectiveness.
4. Onboard your new hire in your location or remotely
Onboarding a new hire can be a barrage of resources, introductions and goal-setting. Descriptors could include energizing, overwhelming, information overload or like drinking from a firehose. The goal is to integrate your new hire into the team and provide them with every opportunity for success. Talent assessments can assist you in your onboarding planning. Knowing how best to communicate, motivate and align your person – and how to do that remotely – can increase the effectiveness of your first onboarding discussions.
5. Establish a strong employee experience from onboarding to professional development
Employee experience, including learning and progression, is part of employee retention. Sharing talent assessment information with your new hire, as part of onboarding and then as a resource for professional development, strengthens your mutual awareness of their working strengths and support factors. For leadership development, assessments that include emotional intelligence provide situational coaching opportunities. Likewise, considering the degree that a high potential or leader embraces ambiguity in their decision-making or risk as they deal with difficult situations, can add a beneficial layer to your progression process. Talent assessments provide on-going value from hiring through to promotion decisions.
Working with a recruitment partner aids you in finding the right candidate for you. Not only will they be able to offer insights into the job market, talent pool and hiring trends, they can also present talent data and interpret those findings in relation to your team and organizational goals. Talent assessments add data information to increase employee and leader awareness and opportunities for optimizing the talents of your employee within your organization. If you are ready to implement talent assessment in your hiring process, talk to a recruitment expert.