HIGHLIGHTS FROM THE RESEARCH:
There is consensus that job knowledge and/or competency tests are the most important when it comes to high volume recruiting. Where we see big differences between the leaders and laggards is in the use of other assessments. Recruitment leaders are far more likely to use these four types of assessments: ● Integrity tests ● Emotional intelligence tests ● Personality tests ● Physical ability tests This finding underscores the importance that recruiting leaders put on assessments in general. Apparently, recruitment leaders are more likely to get a well-rounded picture of each candidate.
While there is widespread agreement that quality of hire is the most important metric related to high-volume recruiting, we see a divergence of opinion between recruitment leaders and laggards in two key areas related to financial issues: that is, cost per quality applicant and return on investment. Our interpretation is that laggards are still struggling with the fundamentals of high volume recruiting, which means that they must pay more attention to simply getting the jobs filled rather than worrying about cost. The leaders, with better control over the core recruiting deliverables, are in a position where they can look more closely at the financial metrics as well.
Recruitment leaders are more likely than laggards to consider analytics and reporting as an important tool for assessments. Over half of recruitment leaders (54%) cite analytics and reporting as important, compared to only 26% of laggards. This makes sense. We believe that assessments should not only filter candidates but provide detailed data that can be properly investigated via analytics.
To learn more about The State of High Volume Recruitment and Assessment Tools 2020 survey and to get strategic outcomes and 6 key takeaways from this exclusive HR.com Research Institute research, please read the complete report here:
