According to new LinkedIn research, 69% of professionals believe that skills are more important than a college degree when looking for a job, and 76% wish there was a way for hiring managers to verify their skills so they could stand out amongst other candidates.
Pre-hire assessments add an additional layer of intelligence to help solve the visibility problem in hiring. Using assessments, candidates can show off their skills, and recruiters can be sure they match the right people to the right roles, every time.
Aberdeen research from a few years ago found that 2/3rd’s of companies use pre-hire assessments. And that number has surely grown. At most companies, “pre-hire assessments are a fundamental part of the hiring strategy.” Without them, assessing the skills and strengths of your candidate pool would be slow and subjective, at best.
- What to assess?
Pre-hire assessments come in many forms. There are hard skills assessments, like LinkedIn launched earlier this year, that measure software or coding skills, for example.
Then there are soft skills assessments, which are becoming increasingly important as 80% of professionals say soft skills are critical to company success. According to LinkedIn’s Global Talent Trends report, soft skills like creativity, persuasion, and collaboration are in high demand – but, less than half of companies have a formal process in place to measure them.
Finally, there are cognitive assessments to measure skills like logical reasoning or reading comprehension, similar to a college entrance exam. Abstract reasoning is a popular cognitive assessment because it measures an individual’s ability to learn, which can help you gauge their trajectory or long-term contribution to your company.
With different assessments to illuminate different skills sets, you’ll begin to see candidates as real, multi-dimensional people – much more than bullet points on a page. It’s a quick and objective way to assess candidates against job requirements, and immediately know who should move on with the interview stage.
- Do assessments provide clarity?
Most assessments can be completed in under 20 minutes, depending on the skill or type of job you’re assessing for. Once completed, your team will have data you can use to rank or shortlist candidates, as well as insight on hidden strengths and career potential that you wouldn’t have gotten from a resume, a phone call, or even an in-person interview.
Using assessments, you’ll see your entire hiring process become more streamlined, with improved decision making every step of the way. Hiring managers can focus on pursuing the most promising candidates, and because results can be shared, hiring teams are aligned and able to collaborate on hiring decisions.
- “So, tell me about Yourself”
Isn’t this the most over used question in an interview? Some assessments even generate an interview guide based on the candidate’s potential weaknesses and areas for improvement. That way, interviewers know precisely what to ask and can learn the most about a candidate in a limited amount of time.
Best of all, candidates’ skills can finally shine through. Today, 52% of professionals say they feel their skills have been overlooked in the hiring process in the past. I am certain this has led to applicant frustration with the company hiring process. I am on a mission to change that – so job seekers can get the jobs they deserve, and employers like you never miss a great candidate again!
Interested in learning more on how your company can be more competitive by hiring the best employees? Contact me on 484.320.8948 or email@example.com.