We are in the midst of a workforce revolution. Globalization and technology that is evolving at an exponential rate and historically low unemployment rates are forcing companies to reconsider their approach to talent acquisition and management. Individuals with capabilities that allow them to keep up with this rapid pace of change, such as problem-solving and critical thinking skills, adaptability, technological literacy, and emotional intelligence, are in high demand. But many of today’s employers are struggling to recruit and retain employees with these critical skills.
Now, more than ever before, successful companies are relying on an unbiased, scientific approach to talent acquisition and workforce development to remain competitive. Nearly 90% of Fortune 500 companies use pre-employment testing in their recruitment strategies. It should come as no surprise that best-in-class companies not only use employment tests during candidate selection but also use them for training and development.
This is a look at how highly regarded companies use employment testing to ensure they get the most out of their human capital.
Invest in Automated Technology
Top companies turn to eSkill for an agile and comprehensive assessment of every candidate’s and employee’s skills, competencies, and behaviors. eSkill provides the ideal framework to streamline and enhance the recruitment, selection, training and development processes thanks to its user-friendly dashboard, customizable reports, and real-time feedback for test-takers and employers.
eSkill’s online, automated platform improves employee communication, morale, and productivity. When used effectively it promotes a company culture focused on high performance. Implementing this advanced technology helps businesses make data-driven decisions using actionable insights from skills and behavioral assessments.
Many of the best-performing companies use online employee assessments to customize training opportunities. For instance, AT&T and Caterpillar both use employment tests to provide employees with an autonomous process for evaluating their competencies and identifying career development opportunities. Using eSkill’s advanced technology saves HR departments time and resources and allows employees to take ownership of their training and career advancement.
Replace Degree Requirements
Less than a generation ago, getting a college degree was a large part of the American dream, and highly encouraged. And then, without warning, that changed. The increasingly candidate-driven labor market, where it is difficult to find talent has forced companies to take a more inclusive view. As a result, top companies are broadening their hiring criteria.
Today, many of the nation’s most popular companies to work for, including Google, Netflix, IBM, Bank of America, and Apple, do not require college degrees. As Tim Cook, Apple CEO, said during a White House visit, “Our company was founded by a college drop-out, so we’ve never thought a college degree was the thing that you had to have to do well.” Cook is referring to Steve Jobs, of course. But he is not the only fixture of the corporate elite who is without a college degree. Microsoft’s Bill Gates, Facebook CEO, Mark Zuckerberg, Dell founder Michael Dell, and Twitter’s Jack Dorsey do not have college degrees.
Instead of degree requirements, these prominent companies base hiring and career advancement decisions on the skills employees possess. Employment assessments that evaluate the current skill level of individuals and their ability to learn new skills enable employers to confidently hire and retain top talent, with or without a degree.
Roll Out a Targeted Training and Talent Acquisition Program
Employment tests that are aligned with position requirements allow employers to identify skill gaps within their workforce. High-performing companies compare the skills they need now and in the future against the skills their workforce currently possesses. This data is then analyzed and used to develop training programs to bridge skill gaps.
IBM annually establishes a five-year corporate strategy based on technological developments and market trends and uses this information to determine long-term workforce goals. Critical skills and job roles are identified and are quantified by analyzing the results of the company’s employment assessments, taking into account anticipated hiring and attrition. This information is then used to create a plan for training and development opportunities and talent acquisition strategies.
A growing practice is to target talented employees in easy to fill entry-level positions and train those individuals for in-demand positions. Amazon does this by pre-paying 95% of tuition for entry-level employees at fulfillment centers to take courses in high-demand fields, such as computer-aided design, machine tool technologies, and many other fields.
Identify Measurable Outcomes
Employee skill assessments should be used to test performance before and after training to measure progress and improvement. Regular assessments of workforce capabilities are necessary for a company to see a marked improvement in workforce performance. Ultimately, this approach allows companies to make objective, data-driven decisions that have the greatest likelihood of achieving their objectives—closing skill gaps.
It’s time for more businesses to keep pace with the evolution of work. When companies use employment testing to bolster their workforce, they can attract and retain top talent effectively.
Learn more about the benefits of using eSkill’s employment tests and behavioral assessments to find qualified candidates quickly.
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