Using various assessment methods in recruitment has been an old practice. The fact that it is used extensively by organizations big and small and located globally, is proof enough of its credibility and benefits.
According to a 2018 study by Brandon Hall, the top 5 reasons for using assessments during recruitment are:
- Increases quality hiring
- Enhances the chances of identifying candidates who are qualified in terms of competencies
- Helps to identify candidates that fit the culture of the organization
- Gives an understanding of work style and a profile of personality, behavior, strengths and areas of improvement
- Makes prediction of on-the-job success more accurate
Recruitment Assessment Methods can be clubbed into 3 broad categories –
- a) Individual Assessment Tools
- b) Assessment Centres and
- c) Assessment technology
a) Individual Assessment Tools
This primarily includes psychometric assessment tools with high psychometric properties. Psychometric assessments help to measure the aptitude, attitude and abilities of candidates and can be used either as a screening tool to reduce the candidate pool or as a supporting tool with interviews. Psychometric assessments should not be used as standalone decision-making tool during recruitment.
b) Assessment Centres
These are not really places but refers to a combination of methods used to assess candidate’s fitment to the role. Assessment centres are longer in duration ranging from a day to a week depending on the number of candidates, the competencies to be assessed and the number of methods used.
It combines individual and group assessments like interviews, observation, role plays, case study analysis, in-basket exercise, in-tray exercise, presentation, group discussions and written tests. Psychometric assessment is also included in the list. Since one method alone may not be sufficient and effective, a combination of methods is used to assess different competencies. Multiple raters or assessors are involved in the process so that assessment is objective.
The scoring or rating is done based on pre-determined criteria. Assessment centres are used in the screening process and in the recruitment decision making process. A holistic report is then generated for individual candidates providing insights of their performance against required competencies.
c) Assessment Technology
At an average, 55% of small, mid-size and large organizations use assessment technology. Assessment technology includes AI-driven competency-based platforms that keeps a track of job families and job roles, their corresponding job description and competency models, assessments and it’s result and provides comprehensive reports on the candidate or employee’s fitment to the role.
Most important features looked for when selecting assessment technology are analytics and reports, user experience, competency models with industry best practices or standards, range of assessments assessible, role-related interview questions, possibility of capturing assessment centre data and a candidate friendly assessment portal.
In addition to these, the possibility to customize the assessments and high validity of the tools are added on features. Assessment technology helps to increase the speed at which screening, and recruitment process is completed, stores all data in one system and also, reduces the influence of subjective bias in the recruitment process.
Whenever selecting assessment methods for recruitment and selection, focus on the three most important psychometric properties of the method – reliability, validity and norms. Collectively, these will help to improve the chances of hiring best fit employees.