Talent Assessments To Attract The Best Employees

What Are Talent Assessments?

Talent assessment is a term used to describe testing instruments that are used to determine a potential fit between an applicant and position opening.

Companies, small and large, use pre-employment tests or employment screening tests to gain insight on anything from how well someone might perform in a job to the likelihood that a given candidate may stay in a particular position. Depending on the company's discretion, the employment screening tests may be required upon completion of an employment application. This is particularly applicable when applying at an in-store computer or kiosk, as well as during the interview process. However, it is important to note that these tests are typically administered online whether on-site at the company or through the company website.

All talent assessments are not created alike because they are intended to ascertain a potential fit between a candidate and a specific position. They can range anywhere from entry level to custom designed. Entry-level assessments would be considered a baseline type of employment screening tool as they would only cover technical aptitude for job-specific skills.

From there, businesses typically have the options to get further specialized by choosing pre-employment tests for either experienced workers as well as advanced skill positions. Both the experienced worker and advanced skill battery of tests can be used for training and promotion purposes. Lastly, custom pre-employment screening tests, which are designed to meet a specific need, can be developed to meet a uniquely specific hiring need.

The Legality of Talent Assessments

For most recruiters that are leery about the use of pre-employment screening testing, their decisions are often based on misinformation about the legality of these instruments. For the record, pre-employment screening tests are 100 percent legal in the United States, as long as they are not used for purposes of discrimination. How do you determine the difference by carefully reviewing the purpose of its use? For example, if a company is looking to hire a receptionist for the human resources department, a legally appropriate pre-employment screening test would likely include a basic typing test. On the other hand, a potential discriminating use of the pre-employment screening for a similar candidate might also include a math test.

Proven To Get Results

Research shows that hiring an ill-suited candidate can cost a company up to five times the annual salary that the position pays. This number multiplies for every single wrong hire, ultimately costing a company a great deal. Talent assessments help reduce the chances of "wrong hires" by providing the opportunity for companies and potential candidates to find out early on if a position is, in fact, a desirable matching of skills and requirements for both interested parties.