Business Training · Employee Engagement surveys · Performance Management

Assessments Outcome – InspireOne

When including assessments into the recruitment process, most clients we speak to are keen to know the outcomes and often focus on reduced time to hire and lesser turnover.

As a consequence of introducing assessments, other improvements such as consistency in the process and a better idea of which sourcing channel is identifying better candidates are also very much possible.

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We like to think of these as Tier 1 metrics or the ‘non-negotiables’. Unfortunately, most organizations do not build up on those improvements to realize possible improvements in business outcomes. We define these as Tier 2 metrics and they largely vary based on the job role.

For instance, for sales roles, what is the improvement in sales productivity as a result of introducing new organization assessment solutions? Or for quality & product development roles, has selecting the right employee translated into better brand quality?

In order to realize this, it’s important to view assessments as a long term (5 to 10 year) investment decision. That in turn enables organizations to view immediate and long term benefits that result from the out-years and are correlated with business performance.

The best starting point for implementing such a strategy is to first identify the most critical job role in any organization or industry. This could be a Store Manager or Assistant Store Manager in Retail, a Branch Manager for Financial Services firms, a Developer for Software or IT organizations or a Warehouse Manager for eCommerce companies.

So how long term & strategic is your assessment approach?

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