How to Create An Effective Hiring Assessment Strategy for Your Organization

Hiring is one of the most challenging business activities organizations have to go through. How does it work? What’s the best way to make it happen? How do you know you’ll get good people? If you’re asking these questions, take a look at this article and learn how to create an effective hiring assessment strategy for your organization.

What is a hiring assessment strategy?

A hiring assessment strategy is a method or process you use to evaluate candidates before hiring them. It’s also called a candidate evaluation strategy. Some companies use assessments in other areas, like performance evaluations and training. An assessment strategy helps ensure that your employees are good fits for their jobs and that you’re getting the most out of their training, for example, with an employee skills assessment.

Sometimes these strategies are formalized, and often, they aren’t. They generally include some form of testing and or questionnaires that help you determine if the candidate will be successful in the position. You may want to consider their personality, skills, abilities, and experience.

What is the purpose of a hiring assessment?

Tests and assessments are widely used in the workplace for various reasons. For example, employers may use tests to evaluate job applicants. In addition, some companies require all applicants to take a test before being considered for employment. The test’s scores may then be used as part of the selection process.

Other times, employers might use tests after hiring someone when they need more information about their abilities and knowledge. And then, some employers use tests after training employees on how to do their jobs to evaluate how well the employees learned the job duties.

Assessments are not just for large corporations; many small businesses use them, too. For example, an entrepreneur might assess their employees’ skills, knowledge, and experience after training them. This allows the entrepreneur to see if their employees were adequately trained on their required duties or whether additional training may be needed.

Does the assessment provide a clear picture of a candidate’s skills and personality?

You may be thinking: “This is great advice for a manager, but I’m interviewing candidates. Does the assessment provide a clear picture of a candidate’s skills and personality, so I can make a sound hiring decision?”

Truly effective hiring assessments have been designed to help hiring managers make the right decision by first identifying what makes a good fit for the role and then helping to identify those best suited to it. They are also designed to focus on job-related abilities rather than personality-based traits that aren’t relevant to the job.

In our experience, assessments that focus on personality have not worked well in helping hiring managers make the right decisions. They sometimes cause more problems than they solve because they can lead to discrimination or perpetuate bias.

The first step in using an assessment effectively is knowing what is beneath each dimension or factor. For example, one organization used its assessment results to inform its training programs by identifying which candidates had the potential for success in particular areas of expertise but lacked some skills. The next step was matching those candidates with training opportunities that could help them develop those skills before reaching the hiring stage. The result: improved performance and reduced turnover rates.

Why should organizations use assessment tools?

Assessment tools can help organizations to:

1. Improve the quality of their recruitment and selection processes, particularly of the interview process.
2. The interview process is the single biggest cost in recruitment and selection. The average cost per hire has been estimated at between $3,000 and $50,000 or more. This means that interviewing costs account for a significant portion of any organization’s recruitment budget.
3. Assessments are a more efficient way of predicting future job performance than interviews. Multiple studies have demonstrated that assessment centers are more valid predictors of job performance than interviews. While it is difficult to make direct comparisons between assessment techniques and other types of tools such as psychometric questionnaires and cognitive ability tests, these studies suggest that assessment processes are better predictors than simply reviewing resumes.
4. Minimize risk by ensuring that only the highest quality candidates are offered jobs.
5. Assessments provide a more rigorous way for organizations to distinguish between good and poor candidates than screening and traditional interviews alone, in addition there is a substantial body of research evidence demonstrating that assessments can improve the quality of candidate selection decisions.

Wild Noodle assessment tool

If you’re looking for a rockstar software developer, the Wild Noodle AI-powered assessment tool is for you.

The best predictor of job success in software development is the candidate’s ability to complete a work sample test — or a work programming test for programmers. Nowadays, accepting a candidate’s word for their skills is not enough — if a company wants to hire the best technical people, their knowledge should be proved on the spot (for example, with a candidate’s skills assessment). From hobbyists to senior software developers — there’s no exception to anyone. The world changes, and so do the way workers are hired.

Wild Noodle offers a unique AI tool to help you evaluate your candidates better, from entry-level to executive, from across the country or around the globe. We have tested more than 20,000 candidates to date, and our present clients can prove that our results are encouraging.

Every candidate is evaluated with the Herbert test and its “h” language, developed by Brian Conte, founder and CEO of Wild Noodle. According to Conte, “h” language is a language that uses algorithmic principles to solve puzzles, which range in complexity. Brian has hired hundreds of developers over the years and made Herbrt to help with that. A 12-year study found that a candidate’s Herbert score successfully predicted job performance.And it’s true: to pass the test, a candidate should solve a programming puzzle using the robot called Herbert!

Interested in how Wild Noodle would help you find rockstar developers? Try it — visit https://www.wildnoodle.com/ or contact us at https://www.wildnoodle.com/contact.

Conclusion

The bottom line is this: hiring assessments can help your organization make better hiring decisions. So if you’re looking to implement hiring assessments in your organization, don’t mistake using them only when needed. Instead, capitalize on their ability to effectively identify and predict important workplace behaviors and use them throughout the hiring process. After all, a carefully crafted hiring assessment strategy can give your organization an edge over its competitors.