High volume talent assessment is a process used by businesses to evaluate large pools of applicants more cost-effectively, faster, and with greater accuracy. It is used to quickly identify those candidates who are the most qualified for a role and can do the job today. High volume talent assessments are typically automated and can be integrated into a company’s applicant tracking system to help streamline the recruiting and hiring process, eliminating many manual tasks such as reviewing each individual applicant’s resume and spending time interviewing poor fit candidates.
High volume recruiters are tasked with goals they must meet in a given timeframe, such as the number of candidates per day that must be identified, screened, interviewed and put through the hiring process. High volume talent assessments reduce the time it takes for a business and high volume recruiters to identify qualified candidates, which can be invaluable when hiring for high-turnover or high-volume positions.
High volume talent assessments help solve many of the current challenges and pain points impacting volume recruiters and hiring managers today, according to a December 2022 Employ/Jobvite Report (PDF):
High volume talent assessments are an invaluable asset for employers of all sizes. Through the use of talent assessments, organizations are able to save on overall cost-of-hire and reduce a range of HR outcomes, including time-to-fill rates, turnover rates, candidate experience and engagement, and labor costs. In fact, according to findings from Aptitude Research, companies that invest in assessments are 4X more likely to improve quality of hire and 3X more likely to improve the candidate experience.
High volume talent assessments have several advantages for employers, recruiters, and candidates:
Talent development assessments are an important tool used by businesses to identify and assess the potential of current and prospective employees. These assessments are typically used within organizations to map out individual strengths, weaknesses, and future potential to ensure employees are being used in the most efficient and optimal manner.
Talent development assessments can serve a variety of purposes, including identifying areas that need improvement, providing targeted feedback and strategies for improvement, and driving greater employee loyalty and performance.
In addition, talent development assessments can provide insights into job-role compatibility, potential issues with a current job role, and inform decisions made by managers – such as promotions, assignments, and employee development methods.
High volume talent assessment tests are used to assess large numbers of applicants for a particular job or role. These types of talent assessment tests are used to measure an individual’s aptitude and competencies in various areas that are important for success in a given role. They may range from simple cognitive tests to more sophisticated talent assessment tests that measure multiple competencies, including critical thinking skills, that give a more accurate predictor of success.
Credible and quality high volume talent assessment tests are offered by providers that have invested time and resources into developing scientifically-sound tools and solutions. This is typically accomplished by partnering with Industrial or Organizational (I/O) Psychologists whose discipline is to develop effective and proven tests and assessments.
It’s important to also distinguish science-backed talent assessment tests from other test providers that rely heavily on artificial intelligence (AI) or recruitment process automation (RPA).
According to a Talent Assessment Market research report by Rocket-Hire, 73% of RPA firms do not use psychometrics or talent assessment and 50% of RPA firms are seen as high risk. In fact, only 10% of providers offering RPA have an I/O psychologist on staff, while 64% of firms offering any form of AI do not employ an I/O psychologist.
As you look for a partner to provide high volume talent assessment tests, be sure to determine if their solutions are valid and scientifically backed by I/O psychology principles and practices.
A high volume talent assessment strategy is a systematic approach to evaluating and identifying best-fit candidates for an organization’s open positions. A best-in-class high volume talent assessment strategy includes four components to create a business-relevant test that increases the level of talent, speeds up screening and hiring, creates a more efficient and streamlined process, and that is legally defensible and objective to support diversity goals.
The four components include:
Benchmark What Success Looks Like.
The process begins with a thorough job analysis that leverages personas from the target group who are experts in the expectations and demands associated with the position. The focus is on identifying the essential knowledge, skills, and abilities necessary for success in the position being targeted. The gathered information is categorized into simple, well-defined areas, or competencies necessary for success in the job – also called a Job Profile. Based on the competency model, companies can deploy a high volume talent assessment to assess the extent to which the candidates demonstrate such competencies. For example, the XBL High Volume Assessment Platform includes job profiles & benchmarks based on thousands of assessment data from 50+ industries that can be customized by role and industry.
Align Candidate Values with Corporate Culture.
The best companies focus on building a strong culture that is part of their brand and seek out candidates who align with these values and will be strong advocates for the brand. During the selection process, hiring managers should assess candidates’ values using job-and-company specific measures. When employees’ values match the company’s values, retention and engagement are significantly higher. The most successful organizations hire employees who look forward to coming to work for them, for example candidates who are following the company on LinkedIn.
Assess Relevant Behaviors.
A behaviorally focused, structured interview is another key component. Using high volume talent assessments provides hiring managers with targeted and tailored questions based on a candidate’s assessment results and the skills and behaviors most important to the job, helping interviewers zero in on the competencies and areas that are most critical to success. Having relevant behavioral interview guides to augment selection testing is a key to involving hiring managers in a meaningful way. In these interviews, relevant experience and other softer skills (values, work style, personality) can be assessed. The testing portion of the selection process narrows the interview pool and allows for selecting the best candidates among a pool of well-qualified ones.
Measure Your Results for Ongoing Selection Rigor.
Using the data and scientific-based insight from high volume talent assessments, hiring managers can measure and evaluate potential candidates against a set of criteria that are important to the organization and can continue to validate the selection tools and process to ensure effectiveness or to make any adjustments needed. After collecting performance-related data (as well as other HR outcomes, such as turnover and employee attitudes) and comparing it with scores from the assessment, you can:
A high volume talent assessment framework is a physical representation of the strategy and methods by which a business screens and hires candidates – from identifying positions and requirements to assessing and interviewing candidates to the actual hiring of employees. The high volume talent assessment framework sets the strategy and should align with and further the company’s goals, vision, and needs.
It also needs to take into account the organization’s skills gaps or current weaknesses and strengths among its workforce and where talent assessments can streamline processes, improve outcomes, and reduce bias. A high volume talent assessment framework also helps eliminate inconsistent screening and hiring and ensure recruiters and hiring managers are working towards the same goals with objective, consistent, and science-based criteria for each role.