However, with job openings ranging between 10-11 million across the United States over the past 6 months, how does anyone expect to compete for the limited candidate pool that’s out there? As of December, there were 58 unemployed workers for every 100 job openings — that's nearly two jobs for every person looking for one.
During talent shortages like the one we are currently experiencing, it’s easy to start taking shortcuts. Many organizations fall into the “warm body” trap out of sheer desperation to fill the role. They remove all barriers to entry for the position including pre-hire assessments, minimum requirements, and listening to team member feedback after an interview. While it might seem like anybody might be better than nobody, I can promise you that isn’t the case. Let me make a quick case on why assessments are important during challenging hiring situations - but be careful about which you choose and how you leverage them!
1. When you can’t guarantee prior experience, soft skills become even more important.
Many individuals are looking to change careers, move industries, or learn new skills. The pandemic has ignited a spark in people to find their passions and shake up old routines. It’s great news for learning institutions, but that might mean that you’ve seen some unusual resumes. With the personality data that tools like Echovate provide, you can look beyond a resume to better understand the individual as a whole. Do they have the right soft skills to be a good fit for the role? Are they open to learning? Would they be comfortable in your current culture? Assessments allow you to mitigate risk and take a chance on a potentially amazing candidate you might have otherwise overlooked.
2. Pre-hire assessments can be used as a recruiting tool by reducing the barrier to entry!
How many times have you seen that perfect position pass by on LinkedIn or Google, you think to yourself, “If only my resume was up-to-date, I just don’t have time right now…” Or “If only I had a year or two more experience, I think I would be qualified.” So many of the perfect candidates never take the time to hit “apply.” Consider putting your assessment as the very first step of the application process! For example, you could include a call to action like, “Interested in this role? Find out if you might be a great fit in less than 5 minutes!” This way, you can expand your candidate pool by allowing them to engage before they are ready to apply.
3. Wisely choose when and how you use pre-hire assessments.
If you add a 45-minute long assessment to your initial application… you can kiss those candidates goodbye! It’s important to think about the entire candidate experience when implementing a new tool. If you feel it’s necessary to include a longer assessment, consider doing it after the first or second interview so that candidate feels more invested in the relationship and will be more likely to dedicate a sustainable amount of time for your requests.
4. Pay attention to the data.
Look at drop-off rates. Experiment with when and how you use pre-hire assessments. And most importantly, if your assessments are improving the quality of your hires - don’t stop! Those “warm bodies” that might seem like a quick band-aid for you now will become your nightmare if they are constantly turning over or causing your best team members to leave because of how they are impacting the organization.
If you are considering whether a pre-hire personality assessment like Echovate is right for your organization, let’s chat! I’d love to learn more about your process and challenges.