why use assessments?

Assessments Provide Key Information and Structure

Assessments cannot make your hiring decisions for you. However, our assessments can provide objective information to help you answer key questions:

Can they do the work?
Does their past work history indicate a great employee or potential problems?
Do they need training or can they hit the ground running?
Will their attitude enhance or hinder productivity?
Do their interests match the job? Will they stay?

Additionally, by documenting the key dimensions and suggesting interview questions/topics, assessments provide important structure. How much more effective would your hiring managers be at interviewing if they had more structure in front of them?

Quickly Identify the Best Candidates

Are you overwhelmed by so many applicants that you can't manage the flow with the resources you have available and identify your key candidates in a reasonable amount of time?
Do your recruiting staff have the technical knowledge about key roles to adequately identify best candidates?

Many organizations, now use assessments for screening to help with this problem. Often, an applicant can be eliminated because they do not meet the minimum qualifications for the job. In other cases, their past work behaviors indicate potential problems. In still other cases, they don't have the core skills you need to get up-to-speed in a reasonable amount of time. Assessment automation can make these determinations for you.

Case Study Summary 1

A leading New Zealand Bank has partnered with Talent Technologies since 2006 and has been utilising a range of 20 custom-built assessments. A standard process was defined in which every applicant was required to complete one or more TTL assessments specified for each job, many linked to job-boards as cost-effective screening assessments. The Return on Investment study showed that those recommended by the TTL assessments were outperforming those not recommended and generating 25 times the revenue than those not recommended by the assessment. As a result, by hiring only those recommended by the assessment more than $1 million dollars of revenue was possible through front-line Customer Services Consultants alone by utilising TTL assessments.

Case Study Summary 2

A major telecommunications provider, about to introduce a brand new technology to its customers, needed to hire 100 customer service representatives to support the new product. By using a battery of TTL assessments, they were able to prescreen candidates and increase the interview success rate from 30% to over 80%. This resulted in significant savings of time and money for recruiting staff.

Case Study Summary 3 - Graduate Recruitment

When a leading NZ Professional Services firm needed to hire graduates as Summer Interns who would meet the demanding criteria of their Partners, they held an online job fair in which every applicant was required to take two different TTL assessments. Over 1,000 candidates were successfully screened in less than a week, the most qualified candidates received extra attention, and the targeted hires were completed in record time!

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