Why use assessments?
Talent assessment tools are designed to make the recruiting process easier, faster and more objective. They leverage technology to accurately identify the best talent for a role. These tools help predict candidate fit and performance in an organisation. The benefits of recruitment assessments can include:
Map your journey
Candidate experience is a critical component in hiring the right people and building a talent community. This begins with attracting and sourcing well before the candidates apply for the role. This is an interactive experience, whether a candidate applies for the job or is passively curious about joining your team.
Talegent takes a consultative approach to develop a deep understanding of your recruitment needs. We begin with a Success Profile and mapping your current candidate journey, from applying for a role to employment. We configure our assessments to fit each stage of the candidate journey to optimise your recruitment process. Innovative tools work together for a data-driven candidate experience.
Choose your assessments
Depending on where improvements need to be made, you can utilise assessments that work best for each role.
Here are three key things to consider when choosing your tools:
What do you need to know? The data insight offered through assessments will support your recruitment and hiring processes. When you know what you need to measure, you can start narrowing your search to identify the tools that can give you what you’re looking for.
Does it need to integrate into an ATS (or another existing platform)?
The best tools will integrate with your existing systems and processes and with other tools. You want to be able to combine data from different tools to create meaningful reports and records. Tools that integrate with your ATS (Applicant Tracking System) are likely to deliver the best savings in time and effort.
How does it fit with the candidate experience?
Choose tools that are engaging for candidates to use. They need to be appropriate for the role and enhance your employer brand. The best tools allow candidates to provide feedback on their engagement with tools after the assessment process.
Types of assessments
Once you understand the requirements of a role, you can choose the right tools to assess your candidates. Here are a few examples of types of assessments:
- Situational Judgement. Situational judgment tests present candidates with video-based scenarios. These gauge their response to a range of situations they will encounter on the job. These tests help as both a front-end screener and to make selections from a shortlist of candidates with high predictive accuracy.
- Cognitive Ability. Cognitive ability assessments measure verbal, numerical and logical reasoning. Talegent’s tools then compare those competency measurements with manager ratings of on-the-job performance. This helps determine capability in a wide range of areas, from problem-solving to overall work performance.
- Personality. Personality questionnaires provide deep insight into what motivates and drives individuals. Including, the way they think and make decisions, how they communicate and interact with others, the type of work environment in which they perform best, and more.
- Video interviews. Candidates complete assessments and the video interview together and you get the results for both in a single step. This can save time in your recruiting process—and help you lock in the best candidates first.
- Gamified Assessments. With our Gamify suite, you can excite, engage and hire candidates. All while understanding their quality and driving high completion rates. It allows you to screen based on key competencies including Learning Agility, Verbal Reasoning, Logical Reasoning and Numerical Reasoning.
- Skills Tests. From clerical, call centre, healthcare, foodservice and retail to accounting, IT, legal and finance, job skill requirements vary widely by position. Talegent Skills Assessments offer a data set of over 300 hands-on job skills to meet your specific needs.
Use your data
Talent measurement data can be applied in many ways before the new hire starts. For example, assessment results can be utilised for personalised onboarding plans. The data can help to shorten training time and enable new team members to be positively and productively engaged as early as possible. The available data helps Hiring Managers to identify potential derailers within the first 90 days – and how they can avoid them. Additionally, candidates receive a Talegent candidate feedback report which can help them identify areas of personal development.
This selection data can be applied post-hire as well. The new hire’s data, including their competency and value profiles, can help their personal development. It can assist in reinforcing core company values across the organisation.
