Measuring the Effectiveness of Different Assessment Types in HR

Different Assessment Types

Assessment tests help you create a workflow to evaluate every aspect of the candidate before hiring them. The result being, an effective recruitment process that improves the quality of the hires.

An organization with a job vacancy can “make a hire.” However, the most successful companies and HR professionals don’t just finish off this task. Instead, they invest ample time and resources to search for a suitable candidate – one who contributes to the transformation of the organization’s workforce.

A Harris interactive research states that a bad hire brings down the productivity level of his team by 41%, and increases the cost to recruit and train another employee by 37%. No wonder, the HR department performs multiple assessments to gauge and predict the future performance of potential employees.

After all – the goal is to understand if a candidate can fulfill their job requirements once they are hired. Although outsourcing, technology, and automation has reshaped many aspects of the workforce, recruitment still primarily requires human intervention.

That’s where assessing candidates becomes an ideal option. A Harvard Business Review report states that a disciplined approach to assess employees could result in an organization boosting annual profits by about 33%.

Therefore, from interviews and surveys to examining personality profiles, multiple assessments serve a specific purpose in individual and organizational growth. 

Let’s delve deeper into the details about the effectiveness of different assessment types:

1. To identify the candidates’ skills

Cognitive assessments are performed to gauge the knowledge, skillset, and intelligence a candidate possesses. This type of evaluation is usually done before offering the job to a candidate. It enables the organization or, more specifically, the HR department to comprehend the capabilities of the candidate.

Before even conducting the assessment test, determine with your hiring manager, what is required for each role. This includes: 

  • Factors that determine the success 
  • Tasks to be performed 
  • Responsibilities 
  • Key performance indicators (KPIs)
  • Skill-sets expected 
  • Additional factors to be measured 

By conducting cognitive assessments, the HR department can ascertain if the candidate would be a good fit for the job role or not.

2. To learn the candidate’s vision

Motivational assessments are conducted to gauge an employee’s motivational goals individually and concerning the organization. The HR department must ensure that a candidate’s goals are in line with those of the organization.

Enabling employees to achieve their personal goals ensures that they would perform better at the workplace too. Besides, such assessments also give the HR department insight into the candidate’s long-term goals – both personal and professional.

3. To measure the employee’s satisfaction level

Employee satisfaction assessments help gauge collective morale, satisfaction, and temperament. These assessments are usually carried out in the form of surveys where employees are asked generic questions about the job, career growth, compensation, and other benefits. 

If the surveys reveal that the morale is low, or that employees aren’t content with their compensation, or some other underlying issues, then the HR department must take active measures and make necessary amendments. 

4. To gauge the professional’s personality

Personality assessments have proven to be an accurate measure of the presence of stable, job-relevant skills in employees. For instance, the skills considered to be reliable personality attributes are:

  • Openness to experience
  • Trustworthiness
  • Dependability
  • agreeableness
  • Ability to communicate
  • Emotional intelligence

Such an evaluation enables HR to identify strong personalities within the organization. This is especially useful when companies want to hire employees for leadership positions in C-suite-level roles.

5. To highlight organization-wide defects

The HR department is tasked with figuring out nuanced methods and ways to improve individual and organizational progress. Such assessments are carried out to determine what works best for the organization, and which areas need improvement. 

These assessments are usually in the form of surveys or questionnaires with questions ranging from work-life balance and workplace issues to the professional development of employees. 

For instance, the HR department may create a survey to understand what issues employees at the workplace are facing. The results of the survey are analyzed, and immediate action can be taken to resolve such issues in the workplace.

Over to you

To make your assessment process simple, leverage blockchain technology to verify academic and professional credentials, workforce development records, and public information. With proper consent, you can filter out potential candidates faster, and invest more time in assessing them on different aspects of the job.

SpringVerify is one such company that uses blockchain to conduct background checks on employees. Have a look at the website, and let us know what you think in the comments below.

1 Comment

Leave a Reply

Your email address will not be published.

This site uses Akismet to reduce spam. Learn how your comment data is processed.

Life of a Quality Analyst Engineer
Previous Story

Life at Springworks: A Day In the Life of a Quality Analyst Engineer

Qualities of Successful Recruiters
Next Story

6 Must-Have Qualities of Successful Recruiters [Infographic]

Latest from Human Resources