People are your power source for any organization. A bad hire here and there eventually leads to a great resignation wave. Hiring the right fit is one of the top priorities for HR and talent acquisition leaders, yet over 60% of candidates have reported negative candidate experiences with potential employers.
Besides this gap in candidate experiences, the demand-supply gap in this candidate-driven market, an urgency to fill the jobs, a lack of awareness in the strengths and weaknesses of the candidate pool, recruiter's bias, and poorly designed interviewing processes add to the challenge of finding the right fit. Lack of right development opportunities or failure to identify the high potential leads to attrition in tenured employees.
Organizations trust talent assessments to make a more informed choice about the job and culture fit and create a development/training plan for a candidate, and also is the go-to tool for HiPo and succession planning.
But many HR and hiring managers complain that these post-assessment reports seem like coming from a black box. A lot of assessments are designed in a manner that only a certified professional can only decipher the complex language and proprietary terms and make sense of it.
One of the other reasons that impact the overall adoption is that the reports provide only the final result (like a school final mark sheet) with little or no insight to assist the hiring and development process. They don't provide a roadmap or support recruiters to ask the right questions and expected responses to assist them with the interviewing process. Also, for individual employees, there is no way to suggest how they can better themselves by working on their competencies, which ultimately can lead to job satisfaction and better productivity
Many organizations are using easy-to-understand reports (Doesn't need certifications) from assessments like Gammezo to identify the job and culture fit confidently. The assessment and development reports are actually the hidden treasure that, if used correctly, can give valuable and precise inputs on hiring as well as the development of an employee.
With that said, all assessment and development reports are not created equal. In our experience of over a decade working with hundreds of clients, here is a list of must-haves in an assessment and development report.
When organizations use assessments with interview guides and development reports, they can compare and measure candidates more easily, eliminate subjectivity and bias, while reducing time-to-hire, enabling a consistent, structured approach to executing your hiring plans.
Historically, the assessment reports have been used for hiring and then forgotten. But the assessment reports include the above must-haves and if used holistically, they are actually a treasure trove for employers, recruiters, hiring managers, L&D, OD, and the candidates themselves. It also helps organizations create a unified, engaging experience for the candidates and create a great employer brand that is focused on candidates' success.