10 factors to consider to help you use assessments effectively in selection.
Clarify your objectives
Be clear on what you are trying to achieve with your assessment process e.g., is the primary purpose to efficiently screen high volumes, increase the calibre of shortlisted candidates or to secure a senior hire? What are the secondary objectives or aims? To engage candidates or promote your recruitment brand? Seek recommendations from your assessment provider on the most effective way to achieve your objectives.
Be clear on role specification
Work to have a very clear specification of what drives success in the role you are recruiting for and make sure this is in the language of the assessments. For example, conduct a supplementary analysis of the job with Saville Assessment’s Job Profiler or Performance Culture Card Set. Conduct a validation study using the assessments where you have a large group available.
What assessments to use
Given the factors which drive success in the role, consider whether to assess aptitude, personality, strengths, values, culture-fit, etc. Consult the test manual and relevant documentation to ensure you choose the most valid assessments that are most applicable to the role.
Construct your process and consider the selection flow
Given the likely number of applicants and roles, work out where to put the different assessments in the recruitment process to provide a robust, cost-effective and efficient solution e.g., application form followed by online aptitude tests as a front-end screener and then an online behavioural measure such as Wave Styles or Strengths, followed by a structured face-to-face interview.
Choose off-the-shelf or bespoke reporting
Smaller campaigns will be the most cost-effective with off-the-shelf reports from high validity assessments e.g., Swift Analysis Aptitude and the Wave Expert Report. For larger campaigns, our bespoke reports can be branded to your organization and feature your own competencies and values. Merit listing and integration with Applicant Tracking Systems provides efficiency when screening in volume campaigns.
Use appropriate norm groups and cut-offs
Check that the norm group is reasonably up-to-date (within the last 10 years), is sizeable (150 plus) and is broadly appropriate. As a general guide, avoid setting cut-offs too high unless you have clear justification to do so. If unsure, consult an assessment expert.
Be aware of the need for security Look for security features in online assessments. Aptitude assessments, such as Swift, feature variable content that allow candidates to see different but comparable item content from banks of questions. For high-stakes recruitment build in a retest stage within a supervised environment. Wave contains sophisticated distortion control mechanisms which help with self-critical or highly-positive candidate responses. Make sure candidates are aware that you are taking security precautions before they complete.
Focus on the candidates perspective and engage them in the process Look for assessments that have well presented, dynamic content and ask clear, relevant questions. Use up-to-date technology and make it easy for candidates to take the assessments. Ensure the process is communicated clearly throughout. Clarity on the type of candidate you are looking for and the requirements of the role will also encourage self-selection. Also, be wary of sacrificing utility and validity in an assessment for just for candidates’ entertainment.
Feedback and rejection of candidates Think if and when to provide candidates with appropriate feedback. Our aptitude reports contain tips to help candidates improve on their abilities. Aim to make your selected and rejected candidates ‘fandidates’ and think how to reject candidates positively. We provide a Personal report with Wave and an Environment Fit Report with Strengths. These standalone reports are designed to give clear and straightforward feedback to candidates and are available to you free of charge with the Expert Reports.
Maximize your data Think how to use your assessment data to maximum effect e.g., can the data feed into later selection stages to probe the candidate in more depth? Learn about the calibre of your candidates and hires by collating group benchmark data? Identify potential development needs of new recruits. Pave the way for a tailored onboarding process for the successful candidate?