Using online assessments make selection processes more robust and bolster their effectiveness.

Most HR Leaders we interact with acknowledge the effectiveness of introducing more rigorous assessment processes on talent quality. However, some common arguments often come up when we ask them why they don’t introduce these steps in their own organisation.

“I don’t want to hamper our time-to-hire metrics"

“Our recruitment team is already up to our neck with workload. Don’t have scope to add anything more"

“Priority of our Business Managers is to get people on board quickly. Assessment will stand in way of that"

And so on.

While these “speed vs quality" arguments are probably based on previous experiences of these leaders, our own experiences show that introducing online assessments as part of the selection process can enable organisations to enhance scale and rigour of the recruitment process without compromising process timelines.

How does that work?

Optimizing Manager’s time investment: Managers in most organisations end up spending a lot of their time in meeting and interviewing candidates for their teams with often poor conversion ratios. Using online assessments, recruiters can screen candidates on key skills even before they have walked in for an interview. This allows them to ensure that the hiring managers meet only those candidates who demonstrate some basic competencies or skills, thereby sharply increasing the chance of closing the position.

Optimizing Recruiter’s time & effort investment: Candidates not turning up for interviews and walk-ins is a common challenge for recruiters. Screening candidates with online tests ensures that only committed, serious candidates get through to next stages while non-serious candidates often decide that the effort is not worth it. Also, for companies looking to hire candidates from many cities (or campuses), online screening of candidates ensure that the process focuses on a small group of “best fit” candidates than having to cover a large number of unfiltered candidates.

Building the right capabilities with high “quality of hire”: In today’s business context, where volatility and ambiguity characterize most industry sectors, ability of an organisation to identify and respond to change is increasingly dependent on quality of talent in the organisation and reflected in the ability to analyse patterns in market behaviour, create practical solutions to complex problems and create new organisational competencies. This is especially true for middle and senior management levels which get exposed to change earlier than the rest. Focusing on quality of hire and related metric is critical to ensure that the organisation builds the right capability through the recruitment process.

Organisation leaders will do well to include rigorous selection assessment as a key process in their overall talent management approach. Not doing it may impact their readiness to adapt to an increasingly VUCA business environment.

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