Most would agree that the best path to a successful hire is to gather as much relevant information on your candidates as possible. Unfortunately, the current predominant methods in place to achieve this goal simply don’t work very well. It’s hard to judge someone accurately based on a resume or application when 85% of the time job seekers lie on these documents. The unstructured interview, another popular way to gather information on candidates, can actually lead to worse decisions than not conducting an interview at all. On top of all this, the hiring process just takes so long. Do we really need to be spending upwards of 90 days to fill a position, assessing candidates with techniques that don’t provide much helpful information to begin with? Thankfully, there are tools that help address both the issues of efficiency and information quality: pre-employment assessments.

For the overwhelming majority of open positions, the length of time it takes to fill each one is not due to a lack of applicants, but rather an overabundance, with an average of 250 resumes being sent in per job posting. There is more information than ever to sift through, which contributes to hiring being such a drawn-out process. Even with so much time being spent trying to find a good candidate, companies don’t have enough time to evaluate each applicant in depth. Recruiters only spend about 5-7 seconds looking at each resume. Though, as mentioned earlier, even if a recruiter were to spend more time exploring a resume, it may not end up being very helpful as lying on resumes is so pervasive. Pre-employment assessments are a great way to cut time and misinformation out of the hiring process.

Testing for skills or psychometrics dramatically decreases the time it takes to find the right candidate. These tests weed out applicants who don’t have the skills for the job or are not suited for a company or position based on cultural fit and/or personality. Right away, this testing shortlists the pool of job seekers to those most qualified. Not only do these tests cut down on the long hiring process, they also lead to better hires. When these kinds of tests are used, productivity increases. A retailer who tested for personality in their employees found that sales productivity was significantly correlated with measures of extraversion (top scorers in this trait were 28% more productive than those who scored on the bottom end). Testing can also significantly reduce turnover, which is good news for companies as the cost of replacing someone who doesn’t work out can be exorbitantly expensive.

TalentSwot provides a creative new form of psychometric testing that helps companies find the right candidates faster. TalentSwot conversations with an applicant to develop a comprehensive personality profile using the Big Five traits. Because this app mostly focused on the way someone writes rather than what they write, any lies or exaggerations won’t significantly affect the algorithm. TalentSwot lets you select for specific traits you’re looking for based on your company or the position and finds the applicants who are best suited, providing you with a shortlist of those most qualified in seconds.

Of course, it’s also important to consider the effects of good (and bad) hires on those who are already employed at a company. Research shows that a happy employee is 12% more productive than one who is simply content. So how might the hiring process affect the happiness of employees who are already hired?

Firstly, a high turnover rate can result in low workplace morale. This can come about for a few different reasons. Employees who have been around longer may be overworked due to a lack of qualified coworkers, and new employees may struggle with morale as they have to learn the ropes of new duties and policies. Not to mention the general feelings of gloom and malaise that frequent turnovers can create. It is difficult to concentrate and be productive when new people are constantly cycling through and you are wondering why so many coworkers don’t stay. Is there something better out there? It is also likely that teamwork will take a hit. Instead of attempting to onboard a new person to all the intricacies of a project, employees may try to shoulder a majority of work themselves when collaboration could have led to a better result.

Having an established culture within your company is also integral to employee morale, and utilizing personality assessments can help to find people who will thrive at your company. At the most basic level, these tests will increase retention simply because they find candidates best suited for the job, which in turn will help sustain a company’s identity (it’s hard to retain a cohesive culture when the employees who make up said culture are constantly changing). More specifically, though, personality tests can help you find those who mesh well with this culture before they’re even interviewed. This isn’t about value judgements or finding someone you’d like to get a beer with, but rather creating a team where everyone is happy and productive. There is nothing wrong with someone feeling more comfortable as an individual contributor, but neither that person nor the company will feel satisfied with this hire if the company’s culture is centered around collaboration.

Again, a personality-testing app like TalentSwot can help to foster this kind of cohesive environment. Beyond just finding the best candidates for a certain position, TalentSwot lets you shortlist those who would be most productive and feel most comfortable in your company’s specific culture.

These kind of assessments are powerful tools for efficiency, and it would be a shame if the hiring process continued to take such a long time with such mediocre results when it doesn’t have to.

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