As a talent acquisition professional, you’re probably at least somewhat aware of pre-hire assessments, especially given that 82% of companies use them in their hiring process. Few, however, are using them in the right ways. That is, they are not truly investing in comprehensive assessment strategies based on best practices. Reasons include:
As people leaders, we take pride in our ability to decide quickly and change our minds slowly. We trust our intuition and reasoning skills — and with good reason: These are the tools that have helped us rise to positions of prominence in our companies. The further up the ladder you go, the more you encounter leaders sure of their decision-making abilities. To a certain extent, this is all fine: Employees and shareholders lose faith in the mission if their leaders are constantly changing their minds with every gust of wind. Strong, decisive leaders with a clear sense of the best way forward are a boon to any organization.
Prior to our last economic downturn in 2008, a company’s approach was — “What’s in it for us” and if a prospect didn’t meet those requirements, or complete an assessment prior to the interview process, it was a no go. This was done due to supply and demand — there was an abundance of talent, and only a limited number of roles available.
Recruiters look for job experience and then sort by skill level. But an alternative is to look for “skills experience,” which better reveals hidden candidates. “Skills experience” is when an individual has spent a considerable amount of time using a particular skill, but when most of the time that they spent exercising that skill occurred outside of their day job. Joystick skills, for example, can be classified as a “skills experience” category because most people build their joystick skills outside of any official work title, while they are playing video games.
Are game-based assessments the future of employment testing? In the podcast below, I talk about that question with Ben Hawkes. He’s an I/O psychologist, co-founder of BlackHawke Behavior Science, and selection assessment lead for Shell International.