Have you ever been bogged down by resume reviews, hoping you have chosen the best candidates to move forward? According to recent statistics, you are not alone! An average of 40% of hiring managers spend less than 30 seconds reviewing resumes. Do you really have the time to allocate more time to screening resumes, resulting in recruitment burnout and budget inflation due to hiring? Not really… However, finding the right candidate is essential to the operational success of an organization. So here is where the rubber meets the road… how do you accomplish such a feat?
Not only do applicants over-inflate their competencies and skills, but on the flipside, due to required word count, candidates can leave skills and experience on the table, not including them in their current resume. According to Indeed, “Resumes alone do not offer the full breadth of a candidate’s capabilities. Assessments help employers find and evaluate candidates based on their skills and abilities while also giving job seekers a way to demonstrate their qualifications when applying for jobs.” Did someone say assessments? Let’s unpack this a bit. Assessments have been a growing trend in the recruiting and hiring process, and there’s a reason for it. “... Assessments can expand the traditional rubric meant to define candidate potential, specifically by broadening the pipeline, Sloyan argued. “There are many, many people who are incredibly skilled.”
The primary reason to assess people in a selection process is to increase the probability of hiring the best candidates – people with the skills to perform well and who are more likely to be retained. Increasing this probability decreases risk, cost, and time.
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