Talent Assessment As A Strategic Weapon

Lately, Human Resources specialists are more and more interested in the relationship between pre-employment assessments and recruitment

. So, in the following article we will try to present the reasons behind the increasing adoption of talent assessment solutions.

What drives the growing use of assessments?

Without a doubt, the growing use of assessments is being driven by multiple factors ranging from technological innovation to the ability to standardize a process that is often ad hoc and open to variance.

One technology factor driving the adoption of assessments is the growth of cloud-based applications. The technology benefits from cloud deployments allow assessment content providers to easily deploy assessment content, connect platforms to create interoperability, and customize client solutions while maintaining scalable economics. These have the purpose to reinforce a strong value proposition.

Big data, business intelligence, and analytics constitute another factor which drives the use of assessments within talent acquisition solutions. The same factors being realized elsewhere in the enterprise apply equally well within talent management and acquisition. HR departments have not been able to quantify the investment return like operations or information technology has been able to show. Recruiting leaders can now prove there is an association between assessment content and business outcomes through analytics. The hiring process can now be linked to new hire performance over the employee lifecycle.

The process to implement assessments can enable the organization to drive objectivity and alignment if it is done correctly. This process allows the recruiting and staffing team:

To evaluate candidates using objective tools that measure key competencies.

To create job analysis that permits the HR professionals to find out what competencies drive job success, use them in future discussions on training, coaching and ongoing development.

To validate a process that was calibrated to job performance. This can enable everyone to understand how the hiring process is related to business outcomes when communicated to the hiring managers.

Create a closed loop analysis process. The economics, availability, and integration of data allows recruiting leaders to understand their hiring funnel, if a candidate meets quality of hire baselines, and ongoing performance improvement opportunities.

by: Jeff Furst

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