Over the past decade, the hiring process has remained consistent. Candidates apply for the job, the employer interviews the candidates and then the most qualified candidate gets the job. While the basics of the hiring process should remain the same, tactics need to be updated in order to attract top talent and improve employee retention.
It has become apparent that, over time, interviews are starting to lose their effectiveness. Someone who succeeds in an interview may not be a great employee. In fact, according to a recent study, 50% of new hires fail within the first 18 months. While interviews provide great insight into a candidate’s previous work experience, it can be difficult to judge whether they will succeed in the job. Organizations that make strategic hires tend to have higher productivity and lower turnover rate, which in turn, provides a healthier bottom line. In this blog post, we will discuss the importance of updating your company’s hiring process and how to effectively conduct interviews that attract great hires.
Conduct personality tests
The use of personality tests in the hiring process can help measure characteristics such as attitudes, emotional adjustment, interests, interpersonal relations and motivation. The primary goal for personality tests is to go beyond the tangible skills discussed in the job interview and test how the candidate will fit in with the company’s culture. Research has shown that more than 45% of American companies are opting to integrate personality tests in their recruitment processes. When hiring executives and higher management, in particular, companies tend to focus more on the importance of culture fits.
While personality tests are helpful in determining a candidate’s characteristics, it shouldn’t be solely relied on. The market for personality tests has continued to grow, in fact, there are more than two thousand personality tests currently available. Many applicants have encountered personality tests before and may know how to trick the test. Applicants may answer questions based on how the company wants them to instead of giving an honest answer, which can lead to false results.
Evaluate a candidate’s skills
Before hiring a candidate, it is important to accurately evaluate their skill level as it pertains to their ability to do the job at hand. There are a variety of ways to assess a candidate’s skill level. Depending on the company and industry, you may ask candidates to complete a writing sample or a skills assessment. Unlike a job interview, skills assessments are able to objectively define, measure and evaluate a candidate’s skills and abilities. Today, around 80% of companies use some sort of pre-employment assessment test to determine whether a candidate is the right fit.
As we head into the new year, companies are looking for new ways to update their hiring process and attract more qualified candidates. While the process of job interviews aren’t going anywhere soon, it is important for employers to stay up-to-date on the latest trends when hiring. By adding personality tests and evaluating skills, in conjunction with traditional interviews, companies can attract and employee successful new hires and work to improve their overall employee turnover rate.
To learn more about improving your hiring process, check 3 Tactics to Revamp Your Talent Acquisition Strategy Heading into the New Year!
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