How Well Are Objective Assessments Deployed In Talent Recruitment And Management?

Recruitment processes have long been criticised for blindly following traditional methods and neither changing nor adapting to modern-day business practices. One valid argument is that recruiters can be extremely biased, hiring people they like and/or are overawed with the brand names of previous positions and/or avoid people who are different and/or better than them! Let’s be honest – it’s happening like that.

Although it’s unfair to apply this to all recruiters, there are still many companies who judge candidates subjectively.  Some businesses fear diversity because they cannot manage it and choose to ignore or avoid it; in doing so they are missing vital opportunities for highly-skilled staff to join their team. Indeed, it’s not ‘talent recruitment and management’ at all if recruiters are letting go of, or ignoring, talent.

Talent and recruitment management systems provide an innovative solution for businesses seeking to employ skilled workers. However, these systems often prove ineffective and this can be largely attributed to the recruitment process.

Good scientific assessments, of which there are many, can and do provide access to deeper levels of knowledge and understanding of applicants. As good as recruiters think they are, they cannot possibly accurately assess an applicant’s answers and are always subject to a degree of guess work, which could prove expensive!

A good assessment will offer to the user data on its reliability and maybe validity. They are both metrics which allow you to have a high degree of confidence in the assessment itself, meaning the construct of the assessment and the results can be relied upon.

A reliable and valid assessment ensures that recruiters integrate objective assessments within the hiring and management process. Assessments of candidates provide rich data and alternate perspectives, providing recruiters with solid, measureable data relating to that candidate. Recruitment decisions should be driven by concrete information and not by opinion; only then will businesses be able to benefit from highly-skilled employees.