Assessment, digital assessment, psychometric tools, recruitment tests, talent assessment solutions …. In recent years, the terms used to describe talent assessment solutions have evolved considerably, as the number of players in this market has multiplied.
It’s becoming increasingly difficult to choose between all these decision-support tools.
#1 – Define your needs :
If the HR world around you is becoming increasingly complex, we invite you to take a step back.
First and foremost, you need to characterize the use.
- Are you looking for a decision-support tool for recruitment, mobility and employee development, to identify the potential of in-house people?
- What do you want to analyze?
- What HR indicators do you want to track?
As your management increasingly expects you to assess the performance of your Human Resources department, it’s essential that your assessment solution matches your HR challenges.
#2 – Choosing the right recruitment test :
An assessment can take many forms. There are :
- Personality tests/questionnaires
- Motivation tests/questionnaires
- Reasoning tests
- Trade tests/questionnaires
- Situational tests / Assessment center
- Psychometric tests/questionnaires
At present, the most popular digital assessments (personality, motivation and cognitive) are those that assess sofskills, for two reasons:
- Their predictive capacity
- Their speed
In a world where business knowledge and skills are evolving at an ever-increasing pace, their assessment can no longer be guaranteed over time. The same applies to assessment centers, which are both time-consuming and costly.
To learn more, visit our science page: https://www.assessfirst.com/fr/science/
#3 – Validating the candidate and employee experience :
Today, all organizations implement pre-selection and career management processes in order to accelerate and optimize their workforce. make all their HR practices more reliable
Even if the quality of the type of test selected is crucial, the perception of the assessments by your candidates and employees is essential.
Before choosing a tool for several years, we advise you to benchmark Google, Linkedin or other reviews. This will give you an idea of the quality of the candidate experience.
The people who talk about it best are the people affected!
#4 – Integration with your ATS & HRIS :
The acceleration of innovation and digitalization in the HR world has given rise to a multitude of tools.
The connection between your tools is a crucial element in the choice of a solution, if you want to gain in efficiency.
If you start by using your management tool separately (stand-alone), make sure you can connect your assessment tool to your ATS or HRIS.
You should check this possibility with your future supplier before making any decisions.
- Is it already part of my ATS/SIRH?
- Do we have an API (Applications Programming Interface)?
- What is the integration process?
#5 – Testing the solution :
Most assessment solutions, psychometric tools and recruitment tests are available on the Internet. You can even get an overview of how to use them as HR or candidates.
I advise you to take the time to benchmark the solutions that offer you this possibility.
It’s never a good sign when it’s difficult to get a trial.
If you’d like to find out more about AssessFirst (and give it a try), click here: https://app.assessfirst.com/register
