The key to building a high performance organization is to recognize, recruit and retain the elite few who will make the greatest contribution to desired results. Most people are at their best during the hiring process. A comic once said, “The closest some people come to perfection is on a resume!” And, unfortunately, it’s true—some even stretch the truth to score a job. Fifty-six percent of more than 2,000 hiring managers say they’ve caught a lie on a resume, according to a 2015 Career Builder survey. This makes it difficult to recognize superstars from the mediocre performers.
When a leading sports coach was asked how he consistently assembled winning teams he said, “It’s easy! I can smell a champion a mile away!” Fortunately, advancements in technology and human sciences have made your job, as a hiring manager, a lot easier to sniff out champions. Today, with computer-aided tools, it is possible to compare the skills of employees or job candidates against critical job requirements with a high degree of accuracy. When talents match up, success comes easier and employees are more productive and happier at work. This means, increased retention of superstars who require considerably less direction and supervision.
A large number of organizations employ rudimentary and haphazard approaches to selecting their workforce. This represents a serious disconnect for companies that claim their talent management system offers a competitive advantage. Many firms fail to use scientifically proven assessments to make selection decisions; even though such assessments have been shown to significantly increase productivity, reduce costs and attrition and offer other critical organizational outcomes that translate into literally millions of dollars. There are many financial advantages associated with using assessment tools to guide selection and employee development decisions.
The obvious question: which assessments are best and how can their results benefit you? There are hundreds of assessment tools on the market today. Yet, not all are appropriate for spotting the best talent. Sample the power of our assessments and learn what motivates people at work by clicking here.
There are legal, cultural and financial considerations hiring managers must be aware of when utilizing assessments in the workplace.
United States law holds that employment practices (E.g. use of pre-employment aptitude tests) may be considered discriminatory and illegal if they have a disproportionate “adverse impact” on members of a minority group. Not all assessment instruments on the market meet the EEOC and OFCCP standards; therefore it is wise to verify those selected do not adversely impact any protected groups.
There should be good evidence that assessments are both accurate and valid. Accuracy or reliability means the results are reliably repeatable or consistent. Validity, on the other hand, is the proof that the tool actually measures what it says it does. Example, if an assessment claims to assess selling skills, their needs to be strong evidence to prove or back up that claim.
Your company culture is your brand. Think about how your current organization differs from competitors or other firms you have been with in the past. It is important, therefore, that company, cultural and job attributes are considered in the assessment process. These requirements serve as desired benchmark talents to compare people for selection, training and promotion.
Differences in cost of assessments, ranging from free to over $1,500 per person, vary greatly as does the value they provide. As a general rule, these tools are like most purchases; you get what you pay for. It is only when the benefits received outweigh the cost incurred that any expense becomes an investment. To squeeze the biggest return from assessments, clarify the results you expect (i.e. reduce turnover, spot leaders, save time hiring) along with how you intend to use the information gained.
Quality assessments administered by qualified experts offer considerable advantages in recognizing, recruiting, and retaining top performers. They do this by providing accurate insights to reveal job fit, cultural compatibility and predict performance. As a result, employee turnover is reduced, job satisfaction increases and overall productivity is improved. The bottom line: companies using assessments employ more people doing more work they are good at and enjoy.
ANSIR International invites managers of dental companies to sample a FREE talent assessment measuring workplace motivators. Get access to complete your FREE custom Driving Forces Motivators just Click Here by August 31, 2016. (Your results will be automatically sent to you upon completion of the assessment.)