Recruitment is one predictor of hiring success. The other is employee retention. According to the Work Institute’s most recent national employee retention report, an estimated 42 million workers were predicted to leave their jobs in 2018, resulting in 1 out of 4 employees. Additionally, with that level of turnover, it was also predicted that employers would pay $600 billion in employee turnover costs, with that amount rising to $680 billion by 2020.
You can’t have hiring success if your well-recruited employees turn around and leave.
Hiring retention challenges aren’t going away anytime soon. According to CNBC, 58% of millennials are expected to change jobs in 2019. Additionally, according to Tech Republic, Generation Z employees plan to stay at their first job for two or more years, but only if their employers promote them.
So how can employers not only recruit top talent but retain them? Let’s look at how integrating behavioral assessments into your recruitment practices can help you predict hiring success before you make the offer.
By implementing pre-employment assessments, including behavioral assessments into your recruiting practices, you can gain objective insights into how job candidates would work, communicate, and think if hired. Behavioral assessment tests measure a job seeker’s psychological and behavioral traits. This allows potential employers to gain a greater understanding of how the candidate will behave if hired into a given role or employment situation.
Having the right skills is one thing. However, if a candidate doesn’t have the right temperament to fit into an organization’s culture, he or she may not last long. According to a study by Competitive Advantage in the Global Economy, happy employees are up to 20% more productive than their unhappy co-workers. Additionally, if you have happy salespeople, your sales could increase by 37%. By understanding more about your candidate, you can determine if your organization would make him or her feel valued, a significant indicator of employee happiness and retention.
Let’s dig deeper into cultural fit. Company culture is essential to younger generations of workers. But it’s not just pizza day on Wednesday or jeans day on Friday. Culture for these younger generations goes deeper.
Cultural fit is defined as an employee’s ability to align with a company’s mission, principles, and values. For example, almost 80% of millennials claim that personal and professional growth is the most important quality of an organization’s culture. If your organization promotes learning and development as one of your fundamental values, then you will more than likely attract (and retain) a highly talented millennial candidate.
By conducting behavioral assessment tests, employers can objectively assess whether the candidate is a possible cultural fit. When you make a hiring decision, you want your new employee to be a valuable member of your team, giving you several years of service and dedication. By measuring core behavioral preferences and interests, you’ll not only make a better hire, but you’ll also create a loyal employee.
Behavioral assessments are objective, allowing you to focus on the data produced when making your hiring decision. Instead of weighing gut feelings or subjective observations, you can examine the candidate’s behavioral traits objectively, saving you time, money, and frustration.
Pre-employment assessments help you make more informed hiring decisions, and the results of candidate behavioral assessments can aid in creating structured interviews. Additionally, by adding skills tests, and video interviews, you’ll gain greater insight into the candidate’s probable performance and fit. Once the matched candidate is hired, the results from behavioral assessment tests can also guide managers in coaching communication and performance techniques. This information helps companies match happy, loyal employees with roles.
And it doesn’t hurt that offering objective behavioral assessments based on data will help keep you compliant on the legal side of hiring. Consistency in your hiring practices will help lay solid groundwork with any disgruntled candidates or employees.
To hire the best candidates for your company, you can combine skills tests, behavioral assessments, and video interviews into a seamless candidate experience, or use them individually, bolstering your recruitment. You can customize assessment tests based on business or your specific industry, giving you objective insight into the best-suited talent. Additionally, with eSkill, you’ll get expert recruiting and training advice, and 24-hour tech support.
eSkill’s assessment coverage is the broadest in the industry and covers areas such as IT, Retail, Business Administration, Government, Staffing, Industrial, Healthcare, plus many other sectors. Additionally, eSkill offers advanced simulations, such as MS Office, Chat, or multitasking, allowing you to export candidate and score data into your HR system. With eSkill, you can choose from more than 800 standard tests, 5,000 combinable topics, or add your custom content for any job or industry.
Request a demo and see how eSkill can help transform and innovate your recruiting.