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Using Big Data and Human Assessments to Find the Right People

Using Big Data and Human Assessments to Find the Right People Human Resource professionals and top recruiters are quickly recognizing the power of big data when it comes to improving recruiting success rates.
Assessments help organizations to take a more proactive approach to workforce planning and enables managers to make a more informed more objective decision about employees and candidates.
When considering how to implement a Human Assessment solution there are several things to consider.
First, companies need to make sure they are selecting a solution that meets both government regulations for validity as well as fits with the way they intend to use the assessment.
For example when using a behavioral assessment at the hiring stage the assessment needs to be designed for use in hiring and also needs to be a "Free Choice" assessment.
As opposed to a "forced choice" assessment.
Second, companies should make sure to select a solution that not only analyzes the candidate but also gives the hiring manager a benchmark to compare the candidate's results against.
An example of an ideal solution would be a free choice behavioral assessment that surveys the candidate and a job design assessment that surveys the hiring manager about the requirements of the role.
Once complete the results of the candidate's assessment are compared to the role and a series of interview questions are generated.
To be fair, the candidate should be asked a series of control interview questions that relate specifically to the role as defined for all candidates.
Then to dive into their individual results, hiring managers should follow up with a series of customized interview questions designed to allow the candidate to demonstrate their strengths as they relate to the role.
Things to be aware of when selecting a human assessment solution.
The assessment solutions you select should be validated for use in your companies industry by a third party.
The assessment needs to be administered fairly and in the candidates native language.
Look for solutions that meet EEOC (Equal Employment Opportunity Commission) standards in the United States or Service Canada recommended guidelines in Canada.
Consider the cost of the solution both monetarily and time.
If the solution is low cost but takes a large amount of management's time to administer or grade, the solutions may not be right for you.
Also if the assessment is pay per use you may need to consider how high the volume of applicants is going to be before deciding on a solution.
Finally consider the cost to the applicant.
How long will the assessment take and how intrusive will it be.
Best in class companies are using big data and human assessment solutions to sift through all possible candidates and provide the most qualified candidates with the best opportunity to join their company in an expedited fashion.
Once an appropriate solution is selected the data can then be aggregated to identify trends.
For example the top 30 sales reps at an organization can be objectively compared for behavioral characteristics.
Once statistically significant trends emerge the data can be used when making future hiring and work force planning solutions.

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