BY Austin Richards
The 2024 Talent Trends survey conducted by the Society for Human Resource Management (SHRM) is out. In the report, over 2,000 HR professionals shed light on the latest hiring trends they’ve noticed. They also highlighted how they are using pre-hire assessments to find great people.
The Power of Pre-Hire Assessments
In the search for quality employees, hiring managers are running into the usual problems. Other employers often compete for the top candidates with great pay packages and perks. Or a candidate they particularly like suddenly ghosts them.
Hiring managers also encounter unique challenges every year. This year, they are particularly eager to bring in employees with data analysis (37%) and database management (27%) skills. These are among the top new tech type skills other employers want too.
Managers also hope to hire great people with soft skills (44%) and project management expertise (43%).
One way to fill open positions is through internal promotion. Employers are showing more willingness to promote internally with the SHRM study reporting that 25% have success in this area.
How Psychometric Assessments Expand Insights
A contributing factor to success will be the use of psychometric assessments to determine fit. Whether you’re considering an internal or external candidate, the details from these assessments prove invaluable.
Hiring managers need to know how a candidate will fit with the new team. And managers also should be aware of the challenges they’ll face in working with the newest member of their team.
In the SHRM survey, around 54% of organizations report using pre-employment assessments. However, the types of assessments given to candidates vary. Around 20% specifically test employees for job knowledge or involve work simulations.
For 14% of employers, personality tests are key. Depending on the industry, some employers roll out cognitive ability tests (10%) or physical ability tests (9%).
In a positive sign, nearly half of employers value the pre-employment assessment as much as college degrees. If the assessments show candidate strength, employers are also willing to accept applicants who lack experience. Nearly 75% of HR pros believe assessments can increase the “quality of their organization’s hires.”
When employers rely on broader psychometric assessments, they get a fuller picture of a candidate. In addition to fit, they learn what motivates a candidate. And they also understand which type of work assignments and team assignments will allow a candidate to thrive.
Addressing Pre-Hire Assessment Concerns
One concerning finding in this year’s SHRM research indicates that some employers have dropped the requirement for pre-hire assessments. It seems many candidates don’t want to take them.
Candidate reluctance is not a reason to drop assessment use. In your quest to find great people, you need a full and unbiased picture of the candidate. Assessments deliver that information effectively. Relying only on a resume and references selected by the candidate, gives you a limited view.
We know assessments have a positive impact on hiring outcomes. To improve candidate willingness to take an assessment, make them more palatable. It may help to explain that the results are used to coach new employees and prepare them for future promotions. Candidates might also be interested to know that managers used the data to help them fit into the organization.
Transparency
Above all, to find great people hiring managers should be transparent about what a job entails. Revealing the drawbacks, such as a requirement to work some evenings, helps a candidate make an informed decision. That knowledge may result in the hiring of an employee who is committed to their job, team and the organization.
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