Written by Guest Author | June 14, 2016
Small businesses are the businesses that can least afford their hiring process to go wrong, which is precisely why so many of them are investing in online recruitment software like our own renowned Fusion package.
However, there’s something else that will help your small firm to immediately pick out the right candidate for its vacancy, in terms of both competence and the right cultural fit – the most suitable pre-hire assessment.
Determine what you need from your pre-hire assessment
Many small companies are afraid to add many more stages to their application process, fearing that a lengthier process will deter good candidates. However, it is also imperative to gather as much relevant information as possible if you are to make the right hire and avoid the considerable extra expense of having to fire and replace your new recruit at a later date.
This is why you will need to perform a job analysis to determine your hiring objectives, around which your one or several pre-hire assessments can be designed. What are the skills that you require from your successful candidate? What traits will enable them to fit in well at your company from a culture and values perspective? What is your business supposed to accomplish as a result of your successful candidate’s presence? How is their performance to be measured?
Your answers to these questions will make it easier for you to understand what information you need your pre-hire assessment to gather.
At what stage of your hiring process should you use an assessment?
Pre-hire assessments can theoretically be used during almost any part of the recruitment process, including at the very beginning, the interview stage and when the final hiring decision needs to be made.
The stage at which you use a pre-hiring assessment depends, of course, on your business and the role that it is advertising – and there’s no reason why you can’t use more than one at different stages. Such an assessment may be used right at the start of the process to immediately filter out those without the right traits to fit in well with your company culture, with further assessments focussing on more specialised and technical skills being used later.
Nor do you even have to restrict the use of such assessments to the hiring process itself. Why not continue to use them throughout your employee’s time with your company to gauge how well they are doing and pinpoint potential areas for training and improvement?
Pre-hire assessments may not be the only factor that can help you to land the very best candidates for your vacancy, but they can certainly be a central component of a truly effective recruitment strategy.