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Pre-Employment Profile Assessments
| Guest post by: Dinah Bailey |
Article Overview: In today's market, finding and retaining the best, top-notch qualified individuals is a challenge for organizations of any size. With consistent and effective screening techniques, an organization can be assured they have hired the right person for the right job. One method in helping to select that right person is utilizing pre-employment assessment tools as part of the hiring process.
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Free Download - Pre-Employment Profile Assessments By Dinah Bailey |
Pre-Employment Profile Assessments
In today's market, finding and retaining the best, top-notch qualified individuals is a challenge for organizations of any size. With consistent and effective screening techniques, an organization can be assured they have hired the right person for the right job. One method in helping to select that right person is utilizing pre-employment assessment tools as part of the hiring process. Employers need to ensure that they make effective use of their employee's strengths. To fully appreciate the opportunities to enhance the various skills, knowledge and abilities needed to perform on the job, today and in the future, pre-employment profile assessments are an inexpensive tool to use when screening candidates. The assessment results are not looked at as a pass of fail, but rather, the results are used to measure a candidate's ability to perform on the job, which could pinpoint the right candidate while eliminating those who wouldn't be a good fit with the team or in the specific role.
The ideal assessment tool is one that doesn't focus solely on a candidate's strengths and weaknesses in relation to the potential role. Going beyond that, it looks at the individual's behavioural traits, thinking and reasoning ability and occupational interests. It sets a benchmark against the highest performer in the department or division, and accurately predicts whether the potential new hire would be an ideal candidate for the role.
Assessment tools enable organizations to obtain an impartial and systematic look into a candidate's inclinations and personality traits. With the information gathered from this broader perspective, companies are better able to match up the person's natural strengths with the responsibilities of their role. It is proven that those who use such assessment methods for screening applicants are 3 to 5 times more likely to hire the right person the first time, resulting in higher productivity, retention and commitment to the job, and overall increased employee morale.
Pre-employment assessment tools can be administered over the Internet so most candidates can access the tool from anywhere. The Internet application, with online administration, provides instant analysis and report generation which makes administration very easy and efficient. These results are then shared with the decision makers/hiring managers.
When choosing which assessment methods to use, be sure the tool is age, gender and ethnicity blind. Results should be kept completely confidential and shared only with those directly involved in the recruitment process.
Many profile assessment tools are not only used for job placement, but can also be effective in determining employee or management promotion, self-improvement, coaching, succession planning, and job description development.
While it is essential that new hires have the character and temperament to fit in with the rest of their team in any company, this need is more pronounced in organizations of a smaller size. There is already enough pressure on people to perform at their highest level without management having to handle employee and personality clashes caused by hiring candidates who are the wrong fit. With a smaller group, these clashes become even more counter-productive.
Ironically, it is these smaller organizations that typically don't utilize pre-employment assessment tools, even though they are often the companies who willreap the most benefit. The good news is that these tools are readily available through Human Resource consultants and vendors who can provide guidance on whom to hire and who to avoid,launching the company to higher achievements.
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Article Tags: assessment methods, assessment results, assessment tools, behavioural traits, employment assessment, hiring process, inclinations, inexpensive tool, natural strengths, occupational interests, personality traits, perspective companies, pre employment profile, reasoning ability, right job, s market, screening applicants, screening candidates, screening techniques, thinking and reasoning
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About the Author: Dinah Bailey RSS for Dinah's articles - Visit Dinah's website HR ByDESIGN provides real time Human Resources support, guidance and expertise for small to medium sized organizations that haven't yet reached the demand point of requiring a permanent or full time human resource person or team. As well, we supplement and compliment existing HR teams when additional collaboration is required. By outsourcing Human Resource services, our clients continue to focus on achieving their organizational and business goals while HR ByDESIGN effectively manages the HR functions. HR ByDESIGN's mission is to provide complete client-focused human resource solutions. We are committed to continuously bringing the best level of customer service to our clients and their employees while providing effective human resource outcomes. Dinah Bailey is the principal of HR ByDESIGN. Dinah began her career in the human resource field over 12 years ago where she specialized in recruitment and customer service. As she progressed in this industry, she expanded her knowledge and expertise to other roles such as Career Consultant and HR Advisor. Her working experience with smaller sized organizations has granted her the understanding and appreciation of what it takes to efficiently streamline human resources in small to medium sized organizations. Dinah is an honours graduate of Sheridan College's Human Resource Management program and is a CHRP Candidate as established by The Human Resources Professionals Association of Ontario (HRPAO). The HRPAO is a recognized leader for the human resource profession in Ontario and Dinah has been a member in good standing since January 2003. She has also been recognized for her outstanding contributions to work place excellence through Alberta Venture's E-Awards, Quality of Working Life. For more information on how to capitalize on your organization's Human Resource requirements, contact us today to arrange for a complimentary consultation. Telephone: 905-452-8813 Email: hrbydesign@rogers.com Click here to visit Dinah's website   Document Document Document Outsourcing Your Human Resource Needs by Dinah Bailey Employment Reference Checks Providing and Receiving Motivating Employees Are You A Great Boss |
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