A good talent assessment (there are good ones and bad ones - check out our guide) should make your job easier, optimize your applicant’s experience, and streamline your hiring practices. Most importantly, it should help you identify more qualified applicants who will make your organization more successful. Here are some of the results a hiring assessment can accurately deliver, if it’s a well-documented, validated, and scientifically-sound test:
Lower turnover - The traits that universally predict high performing employees (conscientiousness, certain types of motivation, and cognitive ability) also tend to align with higher rates of retention and employee satisfaction. Check out these validation studies for specific, scientifically tested results of using the Optimize Hire pre-employment tests. A note - these were sponsored by Optimize Hire, but conducted by a team of independent researchers at the Wharton School at the University of Pennsylvania.
Increased sales revenue - According to a recent study, high scorers generated 50% more sales revenue per year than low scorers, on average. A common result of hiring better quality candidates is increased sales revenue.
Improved performance ratings - A recent study Optimize Hire conducted of three large companies showed that high-scoring employees receive up to 26% higher supervisor ratings than their low-scoring peers. Higher performance ratings means higher employee satisfaction, motivation, and collaboration.
Improved customer service ratings - While this indicator may not directly translate to higher sales like the others, it can have a major effect on your brand and reputation, which are inextricably linked to leads and sales revenue. On average, customer service ratings are higher for high scorers on assessments that principally measure cognitive ability, personality and motivation.
Save time while improving performance - Pre-employment testing can drastically reduce the burden on recruiting and HR teams during the hiring process by screening and ranking applicants as soon as they apply. All a recruiter or human resource specialist then needs to do is focus on the top-scoring candidates.
Talent acquisition teams everywhere spend hours of their day poring through hundreds and sometimes thousands of resumes to try and select the best candidates for their companies. This is clearly inefficient, and science tells us it’s not very productive either.
For more information on the validation studies linked to in this guide, contact us.