As companies grapple with the challenges of attracting and retaining skilled workers, traditional hiring methods are proving to be inefficient and time-consuming. Scientific-based, personalized assessments like those offered by Harver are transforming the recruitment process that once relied solely on error-prone human intuition and resume review.
As technology grows more advanced, the need to identify skilled workers quickly and with minimal investment has become table stakes. For many business leaders, the process has become cumbersome and time-consuming. In fact, the 2024 Talent Trends Report found that for almost three-quarters of executives and HR leaders surveyed, the difficulty of finding qualified workers keeps them up at night; that’s quite a jump from 64% of a similar group polled last year. Of the most recent survey, 97% said adoption of technology has improved attraction, engagement, and retention of skilled talent.
What does this tell us? Those in charge of hiring are embracing science and technology, specifically exploring how to utilize it to efficiently hire the right people. They’re turning to solutions such as Harver, which uses validated assessments to help identify the best fits for a role, at speed.
Read on to learn how organizations can benefit from personalized assessments backed by decades of industrial-organizational (I-O) psychology research. Not only do predictive and reliable assessments streamline the hiring process, making it a more efficient process, but they can also enhance the experience for both employers and candidates.
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Why Are Assessments Needed?
While talent teams have the deep expertise to understand job fit, there is continuously more pressure to fill jobs faster. According to some research, almost half of U.S. companies can’t fill open positions, and of those that are filled, it can take up to two months to find a suitable fit depending on the industry. Clearly, there needs to be a better way.
Because of the pressure of making quick hiring decisions, biases – whether conscious or unconscious – can impact an objective view of a candidate. Plus, the explosion of AI tools on the market introduces the concept of the “AI-enabled candidate,” which underscores the importance of objectively understanding the skill fit of the candidate.
Using objective data to support hiring decisions eliminates all these concerns. Talent teams can use data to support their hiring decisions, mitigating the risk of biases, and a candidate’s true fit for a specific role is objectively analyzed using a predictive assessment. Validated pre-hire assessments, like those offered by Harver, use more than 100 years of proven industrial-organizational (I-O) science theories to help match qualified candidates and improve their probability of success. Using interactive and engaging assessments, hiring teams can gain insights into a candidate’s personality, habits, work ethic, biases, and other character traits that can’t easily be measured by an interviewer’s gut feeling.
Better Hires Though Fast, Effective Assessments
Predictive assessments like those offered by Harver are designed to measure critical aspects like skill level, behavioral tendencies, and language proficiency. These are things that aren’t always easy to determine through human intuition alone, but if done properly it can make for a more streamlined, engaging hiring process. As a result, employers can more effectively determine a proper fit, and job seekers can decide if they will be happy with the position.
Another significant advantage of assessments is their ability to foster a more inclusive hiring environment. By assessing for skill and fit rather than traditional qualifications, companies can uncover talent from diverse backgrounds who may have been overlooked in conventional hiring processes. This not only enhances workplace diversity but also drives innovation and creativity within teams.
Additionally, assessments can provide valuable feedback for candidates, highlighting their strengths and areas for improvement, something that is often lacking in the job-searching process, leaving candidates feeling unappreciated and, at times, ignored. By engaging job candidates with feedback, it empowers them to develop professionally and prepares them for future opportunities, even if that future isn’t in your particular organization.
The end result for everyone is a smooth hiring process that combines “traditional” human-led HR interactions with time-tested scientific and validated assessments that help to save time and money in hiring the right employees while providing valuable insights into talent acquisition strategies without delay.
Incorporating assessments into the hiring process isn’t just a trend; it’s becoming a necessity for businesses looking to thrive in a competitive job market. By leveraging technology to create a more efficient and fair approach to recruitment, companies can not only save valuable time and resources but also ensure they’re bringing in the right people for the job. Embracing scientifically validated assessments such as those developed by Harver can help shape effective talent acquisition strategies that benefit everyone involved.
Interested in learning more about Harver’s predictive assessments? Download our whitepaper, “Unlocking Hiring Success: How Predictive Assessments Can Revolutionize Your Recruitment Process”.
