Every hiring manager has needed to decide about a candidate’s potential to succeed in their organization. Sometimes, despite the best efforts to vet a person’s experience and measure potential, the final hiring decision comes down to intuition. If that decision is wrong, it can lead an organization right back to where it started—to a new candidate search, and, ultimately, wasted costs and recruiting efforts.
It doesn’t need to be that way. Utilizing science-based assessments like Harver’s can help streamline the hiring processes with insightful and beneficial data to make objective hiring decisions.
Read on for 4 key measurable benefits your team can gain by implementing predictive pre-hire assessments.
What's in?
How assessments enable successful candidate matching
Harver’s talent evaluation methods have resulted in around 25%-35% decrease in employee turnover. This directly reduces recruiter workload and hiring and training costs. It also mitigates the need to continue a reactive hiring cycle when a mis-hire doesn’t work out.
Using a fully customized and branded solution from Harver including behavioral assessments and structured video interviewing, Paramount Advertising saw performance and other gains.
- Reduced recruiting time by a third
- Cut employee attrition by more than half
- Increased employee performance by 12%
- Boosted sales team ethnic diversity more than 250%
How assessments engage candidates
In a world where “scarce talent” is a redundant phrase, your organization can’t afford to burden candidates with a time-consuming and lengthy interview process. Competing with other employers means you need to engage job seekers throughout the hiring process.
Candidates frustrated with slow processes and endless interviews are becoming more tech-savvy. In today’s competitive market, your talent pools demand a quicker and more transparent hiring process. Further, research shows that up to 92% of job seekers will “drop-off” from the process if subjected to cumbersome online application processes with no feedback.
Organizations that have employed Harver’s assessments have reported a 97% candidate satisfaction rate, proving that science-backed assessments can help keep candidates interested by committing them to hands-on investment in the hiring process. In the short term, they’ll appreciate the attention to detail and in the long term, they will make loyal employees who feel valued.
How assessments reduce human error
Giving candidates a realistic job preview can help attrition risks self-select-out before they waste recruiter time or become a quick-quit mis-hire. In fact, Harver’s situational judgment tests (SJTs) are reliable predictors of both attrition and day-one performance, having decreased hiring times by more than half (52%) in many cases.
Faced with a situation where half of new hires left within three months due to candidate misalignment, customer support service provider Arvato Bertelsmann utilized situational judgement tests and videos to reduce turnover by 63% and reduced interview times by almost an hour.
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How assessments maximize recruiting ROI
Even if business needs require less than ideal hires to support productivity, assessments provide objective data on candidate strengths and gaps for the role at hand. For instance, imagine you’re hiring for contact center agents. With Harver’s BPO and contact center assessments, you can prioritize candidates with the ideal customer service characteristics. If some of those hires are weaker in technical skills that can be gained via training, you’re already in a better place than reactively filling seats without data to inform choices.
Plus, by upskilling employees, organizations equip them with the skills they need to navigate their next steps and give them a reason to want to stick around. This not only empowers employees but also enhances their job satisfaction and performance.
According to a recent report from McKinsey, some 40-60% of the skills, knowledge, and experience employees obtain are acquired at work. The companies that provide at least 75 hours of training annually and promote from within at the highest rates are the ones that retain talent. This increases long-term investment value in an organization’s hires and can eliminate the costs of recruitment and training of new hires down the road.
Interested in learning more about Harver’s predictive assessments? Download our whitepaper: “Unlocking Hiring Success: How Predictive Assessments Can Revolutionize Your Recruitment Process”.
