6 Common Misconceptions about Pre-Hire Assessments

Implementing a new pre-hire assessment procedure is not always an easy sell.

You may encounter candidates who wow a hiring manager but fail an assessment (or who interview poorly after passing an assessment), causing your organization’s leadership to assume gut instinct is just as good an indicator of success.

You know the data shows assessments are more predictive than intuition – but how do you overcome the misconceptions?

Combatting 6 Common Misconceptions about Pre-Hire Assessments

Resistance from leadership or other stakeholders usually stems from a lack of clarity regarding the purpose and expected outcomes of hiring assessments. When it comes to these types of tools, you are likely to encounter some pervasive myths, including:

  1. Assessments will completely eliminate attrition in your organization
  2. Every candidate who passes will be successful in the role
  3. Assessments will significantly shorten the hiring process
  4. Assessments will significantly lengthen the hiring process
  5. An assessment is the only tool needed to determine how well a candidate will fit within an organization
  6. Candidates won’t want to participate in pre-hire assessments

While assessments are effective, they are just one of several data-driven tools that should be used when making a hiring decision. But how do you communicate to your stakeholders that they are a necessary and critical component of the hiring process? One way is by effectively explaining the expected outcomes of the new talent acquisition software.

What to Expect from Hiring Assessment Tools

Assessments consistently prove to be extremely beneficial for an organization, but no single talent assessment test can fix every problem. It is helpful to provide your stakeholders with relevant details about what pre-employment testing software can and cannot do – and why your business needs a complete and holistic assessment solution.

Here are some points you can clarify when you’re looking for buy-in from leadership and other stakeholders:

  • While talent assessment tools will not eradicate every poor hire, when calibrated correctly, assessments will decrease total attrition over time. In one case, FurstPerson documented a 15.6% decrease in attrition for one organization’s contact center after year one, and a 32.2% after year two.
  • If your organization’s culture is stressful, your pay is lower than your competitors, or a poor management structure is in place, turnover may still be higher than desired, despite the implementation of validated assessment tools. In order to improve your culture, your assessment solution needs to be tailored to that particular outcome – and leadership needs to buy in.
  • Assessments will make the talent selection process more efficient, but it still takes time for applicants to complete the assessments. Expecting a drastically shortened (or lengthened) selection process may not be realistic. Every company is different, and your assessment solution should be designed to meet your candidate experience goals.
  • Although assessments help weed out poor candidates earlier, no assessment can tell you everything about a candidate. Other tools like behavioral interviews and resume review can absolutely be used in tandem with talent assessment tools.
  • Using pre-hire assessments has become a best practice in many industries, and relevant and engaging tools like multimedia simulations can actually enhance the hiring process for the applicant. This leaves a positive impression of your organization on the candidate and improves your brand value.

Dealing with change in the workplace is difficult, and it’s not unusual to experience some push-back when new additions to the hiring process are made. As with any organizational challenge, developing a communication plan can help leaders avoid complications and get the most from their pre-employment testing software.