The new year is just around the corner, and that means now is the perfect time to get a jumpstart on your organization’s New Year’s resolutions. The last quarter of the year can usher in a bit of a lull for a lot of industries, and usually as business slows, so does hiring. So, as Q4 winds down and you begin ramping up for Q1, now is a great time to plan your hiring strategy for the coming year.
Employers often see the ability to multitask as a necessary skill for a wide variety of jobs. It makes sense that in today’s fast-paced world, employers are interested in candidates that can successfully manage multiple responsibilities at the same time. However, specifically seeking out employees who can multitask, or focus their attention on more than one task at once, might not give you the results you’re looking for.
Pre-employment tests offer up a wealth of benefits, ranging from immediate gains (like a more efficient hiring process) to more long-reaching effects (like higher productivity and lower turnover). But how and when you decide to incorporate tests into your hiring process impacts what you might gain from administering assessments to your candidates. Testing is a somewhat unique hiring tool because of its flexibility: it can be added just about anywhere in the hiring process depending on where an employer feels it’s most beneficial. How tests may be best incorporated into an employer’s hiring process can depend on a variety of factors, such as the applicant-to-hire ratio or hiring timeline.
We post a lot about how pre-employment testing is one of the most objective, predictive means of assessing potential success in a job. But what happens once you incorporate testing into your hiring process, and what does that mean for your business? Here are four key benefits we’ve found go hand in hand with pre-employment testing.