With all the data-​rich and AI-​based tools on the market, employers hope to improve their hiring outcomes. Research shows there’s a new focus on skills-​based hiring. But employers also value information from emotional intelligence assessments.

The Hiring Outlook

In the 2024 Hiring Benchmark Report issued by Criteria, hiring intentions for the coming year are strong. Almost half of employers also believe that the war for top talent will continue.

Employers are spending more money to find their desired employees.

They’re also using AI-​based and other tools to screen incoming resumes to thin the candidate pool. Specifically, they are relying on skills-​based and emotional intelligence assessments. But those aren't the only ways that they are attracting and screening for candidates.

Job Descriptions

In their search for skilled candidates, employers are making changes. Instead of asking for college degrees or years of experience, they emphasize skills in the job description.

41% of employers believe it’s very or somewhat important for a candidate to have a college degree.  But 67% of job seekers think the same. Employers must address the disconnect in the marketplace by emphasizing the right criteria in job descriptions.

The Interview Process

39% of hiring managers report it takes them between two to four weeks to find their top candidate. Around 27% say the process lasts up to six weeks. Candidates can expect to go through three interviews before a final decision is made.

Interviews can be time-​consuming and stressful, for the manager and the candidate. Asking the top candidates to take tests can improve this process. 

Testing to Predict Job Performance

To understand how tests can help in hiring, it’s important to know employers’ top priorities for next year.

The Criteria study reveals that employers believe there’s a talent shortage in two key areas:

• Industry-​specific knowledge 59%
• Soft skills – which includes emotional intelligence 51%

Assessments

Facing a mountain of resumes for their open positions can be overwhelming for hiring managers. However, they can ask their top candidates to take a comprehensive psychometric assessment. Then they’ll know which candidates possess the strengths they are looking for.

These assessments can reduce the need to rely on resumes and interviews when it comes to evaluating strengths. During an interview, candidates will tell hiring managers what they believe will get them hired.

They’ll claim to have great coding skills. Resume enhancement is also a well-​known trend that puts hiring managers at a disadvantage. That's why using assessments along with other tools gives managers the information they need.

Skills

A skills test will reveal where the candidate will do well, whether it's coding or sales. If there is a significant difference between their test outcome and their resume claims, the interviewer can ask for details.

Employers can usually train new employees to upgrade their job-​related skills. For promising candidates, it may be worth the investment. At the very least, a test shows the hiring manager where a candidate stands competitively.

Emotional Intelligence

Emotional intelligence assessments get at the heart of how a person will behave in the workplace. The results reveal what motivates an individual and how they will interact with others. This information can be crucial when hiring.

Managers hope to reduce workplace drama and maintain team unity and commitment when team changes occur. If they onboard an individual who has a tendency to bully others to get their way…the work process will suffer.

People with lower emotional intelligence usually need significant training to change their behavior at work. Managers may not be equipped with the tools or resources to help these employees change.

Testing is also critically important before promoting an internal candidate. A person who has performed well as an individual contributor may not make a good manager. 

To anticipate future job performance, managers should require internal candidates to take an assessment. The results will show whether the person is a good fit for the new role.

The results of emotional intelligence assessments don’t lie. But managers must be willing to review the data. Too often, managers want to hire an individual who is recommended by a friend. The bottom line is they can avoid mistakes by using good data. 

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