It goes without saying that hiring the right candidate for the right position is a key component of recruiting. However, if it is really that simple, why do organizations continue to lose countless hours and thousands of dollars in turnover costs? Perhaps the reason is they are missing a piece of the recruiting “puzzle.”
In order to attract the best candidates, many organizations focus on salaries, reward plans and other company sponsored benefits. The department of human resources then reviews work history, relevant experience and reference information supplied by the candidate in hopes of making the proper hiring decision.
I say it’s not enough.
Research shows that the best hiring decisions are made when the organization uses additional information gathered about a candidate. The type of information I’m referring to is that which is generated by using pre-employment assessments.
Think about it. How many times have candidates offered you a true insight to what makes them motivated, their energy level, how easy they are to get along with and their propensity to steal and use drugs? What about their real interest level and mental capacity to perform in the job? How have you really been able to validate that information in an unemotional manner?
The fact is a company can significantly increase its chances of making an appropriate hire, as well as reducing costs, just by simply using pre-employment testing. For more information on assessments or profile testing services, contact one of our certified human resources consultants.
Submitted by Dawn Karrer, PHR; Human Resources Consultant, IntegrityHR, Inc.
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