In case one uses the assessment during the recruitment process effectively, then it can have a great impact on the key performance indicators such as cost, time, satisfaction, employee engagement, employee retention and the performance of the employees. According to a study the businesses that have implemented these kinds of assessment tools or 36% more satisfied as compared to all others. 7 out of 10 top class companies use these kinds of systems while hiring their employees. Implementing such systems has led to a 15% improvement in the efficiency of the process and has also increased the manager’s satisfaction levels.
When one comes to know about these facts and figures the companies that are not implementing such systems always have such a feeling of regret in their minds. The aim of every company is to hire the best people, foster their personal growth and enhance their experience. There has been a great trend of transforming the HR managers into the talent acquisition managers. The companies are looking for talent only and they are constantly striving to come up with such ways that can help them to attract and retain the talent. Using the programming assessment is another such initiative that can help the companies to retain their precious talent with them.
Following are some of the reasons why companies should go with this kind of systems are:
Provide accurate information: the technology-based recruitment provides the opportunity to see the best results as the resume can be misleading but actual performance can never be. People always tend to fake and exaggerate their experiences and achievements in their resume, but actual performance is very much evident of the same. Another trick which candidate’s use is they try to sound intelligent during the interview as they aim to sell themselves during it but unfortunately recruiters can find these tricks and they know that people who sound intelligent are actually not intelligent. In case a candidate is well prepared with the interview then only he or she can rock it otherwise he or she will not be doing justice to the job roles and responsibility.
Enhancing the candidate experience: The pre-assessment test can enhance the experience of the candidates and can make it very much interesting. By answering the questions on different topics candidates have the opportunity to familiarize themselves with the capability to perform in different situations and at different times. This will help them to receive the real-time feedback as soon as they complete the assessment and they will obviously have the idea of their possibility get on the next level. This kind of assessments is very much attractive from the candidate point of view. Candidate must answer the questions very well and after he or she has received feedback one must identify the strengths and the areas of improvement so that they can improve their performance in future. This will help the company to filter out the unqualified applicants.
Testing the people on real sense: The best indicator of the future job performance is a simple test which can help to what is able to perform the job or not. The recruiters must create a test for all the candidates which required to be performed on the job. Using this test the HR manager can get more accurate results and will have great insight into the candidate’s abilities and skills. This will help to shortlist so that they can be preceded with the process. Also, the candidates who will not be able to perform very well can be disqualified at this step only so that a lot of time and cost is saved.
Helps to reduce the biased decisions: the recruiters are not machines and being human beings, they are very much vulnerable to biases. Sometimes people look for candidates like them or they use the intuition power to check the people based upon their experience feeling and intellectual levels and made the decision to select them. In this manner, the decisions are not always accurate, but one can always attempt to reduce the level of biasness and decrease the chances of wrong hiring decisions. The recruiters can use the assessment tools to overcome such issues and avoid biased decisions. This will positively relate to the great performance of the new hire, as the decision is only based upon the skills, knowledge and abilities of the candidate and not on the intuition of the recruiter.
Minimizing the time and costs involved: when the organizations use the programming assessment in the best possible manner, they can reduce the time and the cost involved in the whole process. This will help them to enrich the process as the recruiters will now have the opportunity to focus and dedicate more time to the people who have high potential and reduce the time spent on the unqualified candidates. This will give the recruiters the opportunity to become strategic partners of the business and also side-by-side ensure that the skills of the candidates match with the requirements of the job. This will also help increase the efficiency and productivity of the people who are performing the job.
Choosing the right assessment tool is a great decision to be made and people must involve the people who are experts in the field as they can provide the right guidance to the people who want to implement the system. One must spend some time analysing the needs and requirements of the people who are involved in the whole process of recruitment. One must check the reports of the providers of such systems and must check their past record so that one can go with them with full confidence. One must compare the quality provided by them with all the other companies so that a proper analysis can be made, and the right one can be selected.
Using the right assessment tool can make the life of the companies very much easier in terms of operations and in this way, they can hire the best available talent from the market so that the goals of the organizations can be well achieved.
