Over the last decade, turnover rates have skyrocketed by an astonishing 88%. Most organizations experience an annual turnover of about 36%. This churn means that you are likely to lose at least one staff member to attrition for every three employees you hire.
A high turnover rate can destroy your organization from within as you experience increased hiring, training, and recruiting costs. In addition, it will be difficult to establish and maintain a strong company culture because you are constantly bringing in new team members.
To overcome these challenges, you must change the way you hire. While there are many ways to identify and acquire talented new staff, pre-employment tests are perhaps the most effective solution. For maximum results, you should deploy both skills tests and behavioral assessments.
What is a Behavioral Assessment?
While you may be familiar with traditional skills tests, you may not be well versed in the topic of behavioral assessments. This popular analysis tool has been used in different capacities for decades. However, many employers are not taking advantage of this effective hiring tactic.
According to the American Psychological Association, a behavioral assessment is “the systematic study and evaluation of an individual’s behavior using a wide variety of techniques, including direct observation, interviews, and self-monitoring.” As it relates to the hiring process, a behavioral assessment identifies which candidates possess favorable traits and attributes that are likely to benefit your company.
Both behavioral assessments and skills tests can help you hire better by allowing you to:
Evaluate Job Fit
Behavioral assessments give employers insights into specific performance factors, including the candidate’s work style, communication ability, and productivity. Skills tests measure the applicant’s technical skills, such as their familiarity with Microsoft Excel or QuickBooks programs.
Cumulatively, these assessments will allow your hiring department to determine whether someone is a good Job Fit, or has compatibility with the job. Hiring new people who fit well is important because it minimizes the risk of friction between them and existing staff members. It also means they will likely be more productive and happier in the role.
Make Merit-Based Hiring Decisions
Behavioral assessments and skills tests will also help your hiring team make employment decisions based on merit. While interviews and resumes still have their place in the hiring process, these tactics often involve some level of unconscious bias. Conversely, pre-employment assessments analyze candidates based solely on their attributes, habits, and skills.
Avoiding bias during the hiring process is vital to ensure that your agency is compliant with EEOC guidelines. Violating these regulations either intentionally or through negligence can open your organization up to substantial civil liability. Using vetted testing protocols can insulate you from this liability because you can demonstrate that your hiring process is data-driven.
Pre-employment testing is also an excellent way of reducing turnover. Poor Job Fit is one of the primary factors that is driving the high turnover rates. If your hiring team identifies which candidates have the right soft skills and behavioral traits during the screening process, they can eliminate unsuitable applicants. They can select candidates that are most likely to fit in with the company culture.
By more thoroughly screening new hires, your company can also improve job satisfaction for all employees. Staff members placed in a role that suits their personality traits and skill levels will perform better. In turn, they will have higher morale as well.
A diverse team or department can add incredible value to your office. That is one of the reasons why so many organizations are making an active push to enhance diversity, equity, and inclusion. While improving DEI requires a multifaceted approach, skills assessments are an integral part of that process.
For instance, let’s say that several applicants do not possess the requisite experience requirements for a specific role. However, let’s say that these applicants outscore their more experienced counterparts on skills tests and exhibit valuable traits during the behavioral assessments. In this instance, the non-traditional candidates will be a better fit for your company.
Preserve Company Culture
When adding new team members, they mustn’t disrupt the chemistry between existing employees. Even a single bad hire can derail the productivity of your most cohesive teams. This erroneous hiring will hurt profitability, diminish morale, and negatively impact your company culture.
Strategically deploying behavioral assessments will help you screen candidates based on their personality traits and characteristics. You can determine which applicants have the strongest communication skills and the best propensity for working with your existing team. This approach reduces friction between staff members and helps you preserve company culture.
Pre-employment tests and Behavioral Assessment Solutions from eSkill
If you want to add pre-employment tests and behavioral assessments into your hiring process, eSkill can help. Our huge online skills testing library includes exams such as Attention to Detail, Spatial Reasoning, and much more. Contact us today to book your free demo.