Assessments & Testing
Why recruiters should use assessments as a first filter
Learn why assessments should be your go-to first filter in recruiting, enhancing hiring efficiency, candidate experience, and diversity.
Why recruiters should use assessments as a first filter
In today's competitive job market, finding the right candidate can feel like searching for a needle in a haystack. Recruiters are bombarded with resumes that frequently feature embellished skills and questionable experiences. To cut through the noise, an increasing number of organizations are recognizing the value of pre-employment assessments as an essential part of the hiring process. This blog explores why recruiters should leverage assessments as a first filter, detailing the adoption rates, effectiveness, candidate experience, and preferences, along with special considerations for small businesses.
Adoption and effectiveness of assessments
The use of pre-employment assessments is on the rise, with 45% of North American employers indicating they employed these tools prior to conducting interviews in 2022 source. This significant number underscores the growing recognition of assessments as a vital part of the hiring arsenal. Let's dig deeper into the specific types of assessments being utilized:
Job-specific skills assessments: 46% of employers use these to gauge the technical abilities of candidates source.
Cognitive/ability-related assessments: Just 26% of employers rely on these types of tests, indicating that there’s room for improvement in assessing candidates' problem-solving and analytical skills source.
Competency-related assessments: Another 26% use this method to evaluate candidates' competencies relevant to the job source.
Situational judgment tests: A mere 15% of employers utilize these assessments to measure how candidates might react in specific job-related scenarios source.
Clearly, there’s a preference for job-specific and competency-related assessments, but a wider adoption of cognitive and situational judgment tests could enhance the overall effectiveness of the recruitment process. This indicates a gap that savvy recruiters could swiftly fill.
Impact on candidate experience and diversity
One of the key benefits of incorporating assessments into recruitment is the positive impact on candidate experience. Research shows that assessments and tests enhance the perceived fairness of a company's recruiting process source. This is particularly significant when considering diversity, as the opportunity to demonstrate skills through assessments can truly level the playing field.
Women, people of color, and younger candidates: These groups reported higher levels of perceived fairness after participating in recruitment-related assessments source.
Skills-based assessments for diverse groups: A whopping 73% of Asian and Arab employees reported that these assessments opened new employment opportunities for them source. Similarly, 75% of Black employees had positive experiences with skills-based assessments
By implementing these assessments early in the hiring process, recruiters not only enhance the candidate experience but also embrace and promote diversity within their workforce.
Candidate preferences
What candidates want is crucial in shaping effective recruitment strategies. Research indicates a clear preference among candidates for hiring processes that incorporate skills-based assessments:
56% of employees prefer hiring processes that include these assessments source.
86% of candidates believe that skills-based hiring will help them secure their dream job source.
This data reveals that candidates appreciate a hiring process rooted in tangible skills rather than solely on resumes or past job titles. By aligning with these preferences, recruiters can improve their overall hiring success.
Small business recruitment
Recruiting for small businesses can be particularly challenging. However, incorporating assessments can streamline the process, reducing the time and effort traditionally needed to fill positions. In fact:
42% of small businesses plan to hire in the next six months source.
On average, this segment of employers takes 23 days to fill an open position during the hiring process source.
Given that time is of the essence for small businesses, using assessments as a first filter can significantly speed up the recruitment process. It enables recruiters to quickly eliminate candidates who may not possess the required skills, allowing more time to focus on those likely to be successful in the role.
Conclusion: a smarter approach to hiring
In conclusion, assessments are not just a trend; they represent a smarter, more effective way to hire. By utilizing them as a first filter, recruiters can streamline their processes, enhance the candidate experience, and promote diversity within their organizations. With the backing of data supporting candidate preferences and the positive impacts on recruitment fairness, it’s time to embrace assessments wholeheartedly.
The job market is an evolving landscape, and those who adapt by implementing innovative hiring strategies will ultimately climb to the top. With assessments in your toolkit, you’re not just filtering candidates—you're enhancing your entire recruitment process and preparing for future hiring success.
