{"id":999881776,"date":"2019-02-12T14:00:00","date_gmt":"2019-02-12T14:00:00","guid":{"rendered":"https:\/\/www.dice.com\/?p=757865985"},"modified":"2019-02-12T14:00:00","modified_gmt":"2019-02-12T14:00:00","slug":"assessments-fit-hiring-process","status":"publish","type":"post","link":"https:\/\/www.dice.com\/hiring\/recruitment\/assessments-fit-hiring-process","title":{"rendered":"How Assessments Fit Into Your Hiring Process"},"content":{"rendered":"<p>Despite all the talk of automation and robotics, no one knows exactly what the future\u2019s workforce will look like. What people can say, however (indeed, what many say is common knowledge) is that the business world is changing dramatically: companies are leveraging more technology, relying more on independent contractors, and racing to keep up with customer demands that change as quickly as the trends on Twitter. All this makes recruiting tech talent even more difficult than it was already. Not only are employers struggling to identify and recruit the best candidates, they\u2019re focused on candidates who can start performing as soon as they begin a new role, who will fit with team and company culture, and will understand how to communicate appropriately with both customers and colleagues. To better their chances of making correct hires the first time, more companies are turning to talent assessment tools. Assessments, said Will Kelly, a veteran tech recruiter who\u2019s now national delivery director for the IT staffing firm Diversant, \u201ccan draw out those traits that not everyone with 4.0 average and a computer science background is going to have, and that certainly aren\u2019t going to be readily identifiable in a phone screen or a face-to-face interview.\u201d Besides making life easier for recruiters and hiring managers, assessments have tangible benefits, Kelly noted: By improving candidate selection, they help employers save recruiting dollars, increase retention, and build up company performance.<\/p>\n<h3><strong>What\u2019s Being Assessed?<\/strong><\/h3>\n<p>When it comes to hiring, employers typically rely on two types of assessment, said Tiffany Shortridge, North American Talent Assessment Leader for Saville Assessment, a unit of Willis Towers Watson. The first type, behavioral-based assessments, measure components of an individual\u2019s personality, such as their potential talents and motivation. These are, Shortridge said, \u201cbehavioral components that an individual carries with them.\u201d The other type, aptitude assessments, examines different areas of an individual\u2019s cognitive ability, such as their verbal talents or knack for solving problems. The idea is to give the recruiters and hiring managers an indication of whether a candidate will perform well in a given role. But don\u2019t confuse these assessments with skills tests. For one thing, skills tests are more granular. They measure subjects that people can learn, such as knowledge of C++. \u201cSkills are something that you learn, and\/or something you can be trained on, on the job,\u201d Shortridge said.<\/p>\n<h3><strong>The Assessments\u2019 Role in Hiring<\/strong><\/h3>\n<p>In a nutshell, assessments help employers better match individual candidates to individual roles. For example, Kelly said, a consulting company may need sales engineers whose skills go beyond technology: \u201cSomeone who can speak like a salesperson and handle situations in a salesperson\u2019s way, while still being technical and having that engineer job title.\u201d Assessing pertinent traits before putting candidates in a role increases the odds they\u2019ll succeed, he added. \u201cIf I\u2019m a consultant and I\u2019ve got a C-level client who says, \u2018I want this done,\u2019 the engineer may say, \u2018Well, you know what, you can\u2019t do it that way,\u2019\u201d Kelly said. \u201cBut the sales engineer is going to say, \u2018Hey, I totally get your objective here but what you\u2019re asking for might not accomplish your goal. But if we do this, this and this, you\u2019re going to get even more than what you wanted in the first place, and we can make that happen.\u201d To get that kind of value from assessments, it\u2019s important to only assess the traits needed for success in a particular job, Shortridge said. \u201cIf it\u2019s not needed for the job, then we shouldn\u2019t be measuring it in the assessment process, no matter whether it\u2019s a skills test, a behavioral test or an aptitude test.\u201d \u201cIt\u2019s so critical to make sure that\u2026 the assessment we\u2019re putting in place is predictive of performance for that particular role,\u201d Shortridge said. \u201cIf you\u2019re utilizing an assessment and Candidate A is in the assessment\u2019s 80th percentile and Candidate B is in the 30th percentile, that tells me I need to interview Candidate A in the next stage in the selection process, because that candidate is likely to be a better performer on the job.\u201d A number of technology organizations use assessments to evaluate general areas of a candidate\u2019s aptitudes and behaviors. For example, coders\u2014who may be more introverted than other professionals\u2014might be assessed for their ability to work on a team or on projects that cross organizational lines. In particular, Shortridge is seeing more interest in assessing candidates for <a href=\"https:\/\/en.wikipedia.org\/wiki\/Information_privacy\">data privacy<\/a> and data security roles. For those jobs, employers are more interested in a person\u2019s behavioral traits, not just their technical proficiency. Often these organizations are looking at leadership potential, since the need for data-privacy and data-security talent is growing rapidly. Tech pros in these positions often have to work with a number of other areas within their organization, so leadership skills, team orientation and a high level of conscientiousness are necessary to succeed.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Despite all the talk of automation and robotics, no one knows exactly what the future\u2019s workforce will look like. What people can say, however (indeed, what many say is common knowledge) is that the business world is changing dramatically: companies are leveraging more technology, relying more on independent contractors, and racing to keep up with [&hellip;]<\/p>\n","protected":false},"author":132,"featured_media":757865985,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2155],"class_list":["post-999881776","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hiring-candidates"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.5 (Yoast SEO v27.5) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>How Assessments Fit Into Your Hiring Process - Dice Hiring<\/title>\n<meta name=\"description\" content=\"Despite all the talk of automation and robotics, no one knows exactly what the future\u2019s workforce will look like. 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