Organizations need more valid employment screening programs that can show a direct impact of

assessment scores on business outcomes. The current economic downturns require a more integrated approach, as organizations try to identify between mission-critical programs and costly options that end up being merely ‘excursion’ trips.

The use of predictive modeling demands that no shortcuts are taken. It is important to balance expenses with assessment outcomes. ROI needs to specify the type of outcomes that can be termed as critical business drivers.

It is important to expand the scope of assessment


into a model that can identify potential gaps in existing workforce. This gap can thus be integrated into assessments that are used specifically for pre-hiring screening purposes. The benefits are enormous. Not only the new hires will be ready to be integrated into the existing workforce, the existing human capital will have a mixture of talent capacities that can be further utilized toward ongoing development. This minimizes the gaps identified at the off-set, and enhances an assessment program’s capabilities to identify true critical dimensions that need to be targeted.

This clear identification of gaps enables organizations to improve performance potentials of low performing candidates, increase validity of competency gaps in existing workforce, and thus provide the organization with important ROI metrics that can eventually help organizations cut costs in a more defined manner.

It is without a doubt that assessments are key to not only retaining high talent, but linking that performance to real impact on business outcomes. A rigorous and flexible employee assessment program design provides valuable data that can be utilized by HR experts to measure valuable mission-critical information.