Digital technology is changing everything about employment assessments — when they are used, how they are delivered, and what it’s like to participate in one as a candidate. They’ve been modernized, and the transformation seems to have escalated their value. According to 2018 research commissioned by Montage, 77% of large-enterprise organizations (5,000+ employees) use employment assessments. In addition, 29% of large-enterprise who already have and use assessment technologies plan to implement more.
Fueling success in hiring
Modern employment assessments help TA teams improve their performance in critical ways by:
- driving smarter, more-informed hiring decisions
- enabling recruiters to make job offers at a faster rate earlier in the process
- providing recruiters with a more holistic view of their talent pipelines
With pre-hire assessments, TA teams generate additional data points about each candidate, so hiring decisions can be made with a wider, objective view of the slate rather than simply gut instinct. At least four types of employment assessments are available via digital technologies, including personality, competency, work-style and technical/coding.
For a large majority (69%) of teams, employment assessment scores are one of the factors in the hiring process, but not the only factor. About half (52%) use assessments to eliminate candidates from contention, and 25% of teams use them to prioritize follow up so they can engage with qualified candidates faster and concentrate their time with top contenders.
Enhancing the candidate experience
Employment assessments haven’t always contributed to a positive candidate experience. Multiple-page paper-and pencil employment assessments often cause TA teams to lose candidates either because the assessment takes more time or effort than candidates are willing to commit, or it is a standard assessment that doesn’t align well with the actual scope of the job.
To solve some of these issues and deliver a better candidate experience while still getting the data they need, enterprise organizations are now using interviewing platforms that integrate on-demand interviews and employment assessments. For candidates, the combined interview-assessment experience is far better. They’re able to complete both steps with the same technology at the same time, using their mobile device at any time they are free, day or night. TA teams can identify candidates with the right skills and fit, and meet modern candidates’ expectations for hiring that’s fast, simple and convenient.
How do you benchmark against your peers?
In 2018 Montage research, TA leaders in organizations of all sizes provided insight into their use of employment assessments:
- Where employment assessments are used in the hiring workflow
Though TA teams use assessments at all stages in hiring, they are used most often before the first interview. Interviewing platforms with combined on-demand interviews and employment assessments make it possible to use assessments with a high volume of candidates early in the hiring process.
- Use of assessments with different types of roles
Employment assessments are being used assessments are being used at all levels from entry-level to executive and C-suite positions. While some organizations prefer to limit their use to specific functions, more than a third (39%) say they use employment assessments across all roles.
One Size Won’t Fit All
As TA teams strive to tailor the candidate experience to the role, the ability to select and integrate the right employment assessment becomes vital. Interviewing platforms that feature combined interviews and assessments provide the flexibility recruiters need to create an ideal candidate experience and more efficient workflows, whether the talent pool is large or small. Find out more in What’s Hurting Your Candidate Experience?