The Power of the Employment Test in the Talent Analytics Universe

BY Kathy Crosett
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Do you have enough data to make intelligent hiring decisions? If you aren’t using an online pre-​hire assessment platform, you could be missing important information about the candidates who are applying for your job. There is no substitute for the type of data an employment test can provide.

More Companies Plan to Use Employment Tests

According to Talent Pulse, research from HCI, using an employment test falls under the broad umbrella of talent analytics. While only “18% of companies are happy with their approach to talent analytics,” the vast majority plan to invest in more solutions this year. In addition, the same report explains that 37% of businesses are just starting to think about talent analytics in terms of strategy and 40% are “rethinking” the way they acquire and develop talent.

A good talent analytics system starts with collecting and storing data from pre-​employment psychometric assessments. Many employers have not yet committed to using an unbiased hiring assessment. Instead, they continue to rely on resumes as a key data point. Unfortunately, over 75% of job candidates tell at least one lie on their resume. These lies range from claiming to have a degree from a specific university to possessing a skill such as being an Excel power user.

Some of these lies may seem harmless, and perhaps the candidate truly intends to develop expertise using Excel before they start work. However, the hiring manager doesn’t have to take a chance on what a candidate claims during an interview or on their resume. With an employment test, they can quickly determine whether the person possesses the skill level required for the position.

Guided Interview Questions

Direct managers want to know if the candidates they’re considering will succeed in the position they want to fill. But managers are not always expert in conducting interviews. And some first-​line managers may panic when it comes to asking effective questions. After all, they are not HR professionals. Of course, HR professionals can ask great questions to ascertain a candidate’s fit into the organization but they may not understand the manager’s specific needs.

A robust psychometric assessment platform will develop customized questions for the manager to consider. The candidate’s answers to these questions will inform the manager about whether the potential new hire will be a good fit for them and the day-​to-​day work the position requires.

Post-​Hire Management Guidance

The data that managers obtain from employment tests shouldn’t be ignored after they onboard a new employee. The results from a full psychometric assessment can reveal the top work traits for the employee, ranging from attention to detail to their problem-​solving abilities. While the initial job assignment may not make the best use of the employee’s talents, managers can begin to develop each team member based on the information the assessment provided. Doing so will encourage employees to stay committed to the organization.

When managers store data on all the employees on their team, they can use assessment information to determine who to assign to specific projects. Key qualities to consider include collaboration, emotional control, social awareness, and adaptability. Using this information consistently as part of the talent analytics strategy can help a company leap ahead of the competition in terms of designing and delivering products.

With so much information easily stored and instantly available online, it’s clear why organizations are making the investment in talent analytics. And the path to great data starts with the employment test.

Photo by Christina Morillo on Pexels.