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Hiring the Right Fit

Getting the right person for the job is the most difficult task that many employers (esp.the HR professionals) face today. The secret of hiring the correct candidate is identifying

the right fit between the individual job!role and the company. Here comes the role of

assessments. "ssessments are crucial for right!fit hiring at every conceivable sourcingpoint including campus hiring consultants employee referrals job fairs etc.

"ssessment is the process of documenting usually in measurable terms knowledgeskills attitudes and beliefs. #t is a selection tool used both freshers and e$perienced

employees. "ssessment tools are recognised universally as good hiring mechanisms since

the whole process of designing and delivering them is based on the specific re%uirements

of a company.

How Assessments are Planned??

&irst a detailed study of the job role is carried out to map the skill sets re%uired to perform

that job efficiently. Then specific tests are recommended to test the skills identified andcustomised to the level of competency re%uired. This helps in pinpointing the e$act

candidates who would perfectly fit in a role and perform efficiently.

#T and ' sectors are the major industries which employ assessment tools but other

sectors like '&*# engineering &+,G healthcare retail manufacturing ublic *ector-nits and education also use assessments.

The Tools

The usage of the assessment tools depends on the nature of the industryjob and the

number of recruitments happening. -sually foundation level tests like communicationanalytical and numerical assessments are common across industries. &unctional anddomain tests /nglish language tests technology tests are common in #T and '

sectors. These tests measure the job!readiness of a candidate and ensure recruits have a

basic aptitude to perform in any given job or industry.

"part from these tests there are many other assessment tools used to measure interests

skills personality and values of individuals. "ssessment of behavioral skills

competency assessment tools and psychometric tests are the most popular assessmenttools used to identify the right candidate for the job re%uirement.

,andidates are generally bunched into two categories! freshers and e$perienced! whileframing assessments. "t the fresher level tests on foundation skills and a basic level of

technicaldomainfunctional skills are used while evaluation of e$perienced candidates is

on the technical domain and functional levels and psychometrics and behaviorial tests ase$pertise and personality is more important at these levels.

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"ssessments are evolving everyday and constant innovations are happening in the testing

tools and their delivery. Today with the advent of technology many of the assessmenttools have become online.

,ompanies find it more efficient to employ online tests for #0 analysis or psychometrictests thus moving out of laboursome and time consuming classroom techni%ues. "lso for

assessing behavioral skills of candidates hiring managers do not travel to meet them.

/ven managers from overseas are able to connect and review their potential candidates1body language and thus make better judgment of the person through video!conferencing.

,ritical assessments like voice evaluations are now done in innovative ways liketelephonic and automated evaluation modes. n the test delivery part online testing

engines provide companies with a varied choice set. "dvanced and dedicated online

testing centres provide one!stop!shop for recruitments integrating online testing terminals

with group discussion and interview rooms to provide a single registration to hirewindow. These centres include features like automated proctoring and advanced

biometrics.

The Benefits

Today recruitments happen in large numbers across multiple cities and the task for

recruitment departments in companies with their limited bandwidth is onerous. The useof assessments has resulted in increase in productivity while reducing overall human

resources e$penses. "ssessments help in hiring the right set of candidates and hence

reduce the cost of bad recruit2 it also optimises the interview bandwidth.

3hen an integrated assessment ! one that measures behavioral traits thinking

occupational interests plus job match ! is used the right people are hired most of the time.These assessments successfully identify potentially e$cellent employees.

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#t is not the e$perience that counts or the academic %ualification that matters the crucial

thing is how a person fit in the job and how successfully heshe does it. 4ob match is byfar the most reliable predictor of effectiveness on the job. The only reliable method for

evaluating job match is with a properly designed assessment instrument capable of

measuring the essential job!related characteristics particular to each specific job.

According to Industry sources reasons to use pre-employment assessments:

of !new hires will disappoint in the first year.

of !employees would rather work elsewhere.

"# of $%%applicants will 5e$aggerate5 to get a job.

+ost hiring decisions are made inhaste! during the first five minutes of an

interview.

Turno&ercostsfor every departing employee.

'% percentof employee turnover is avoidable.

6ou want employees who are dependa(le.