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    Nov 08, 2021    |   Camille Labrie

Identify Top Talent Even During a Shortage

3 minute read

Written by John Russell, I/O Psychologist

Hired Employee Shaking Managers hand

The global talent shortage is deepening. Baby Boomers are retiring at an accelerated rate, and resignations and turnover are rising as employees contemplate future options and seek out different opportunities.

The best organizations understand how critical it is to adapt to the job market. Lately, we’ve seen some creative approaches to attracting top talent such as the introduction of flexible/hybrid work arrangements, re-evaluating pay and bonus structures, committing to health and wellness programs, taking work-life balance more seriously, including more benefits and perks, providing autonomy, etc.

With many organizations and industries beginning to recover from the pandemic and starting the process of staffing up, it’s critical to be strategic about not only attracting, but also identifying the best candidates from the talent pool.

Practical applications for using assessments for hiring

Psychometric assessments used for hiring will typically measure aspects of behavior and ability that are related to the needs of the job, such as personality characteristics, reliability and integrity, cognitive abilities, aptitudes, problem solving, safety, and leadership competence and judgment. Let’s look at some of the practical applications for including assessment tools when hiring.

Objective data for unbiased decision making

These tools help identify which candidate will be the best fit for the role based on the job requirements, and allow you to compare different candidates with each other along similar criteria. Assessments also allow you to consider aspects of work performance and other perspectives that cannot be gained in any other ways. This objectivity allows you to make the hiring decision based on what is best for the role and organization, and reduces the chances of any subjective biases creeping into the process.

Better interviews

Another application of selection assessments is using them to provide further insight into areas that you want to dig deeper into during interviews and reference checks. The assessment data will include information that isn’t available through standard means, and can include details that conflict with information received through resumes, cover letters, and previous interviews.

Reduced time-to-hire

Job candidates are looking for shorter time-to-hire windows, and organizations need to move quickly to ensure they don’t miss out on top talent. Psychometric assessments allow you to quickly glean the information that is necessary to make the most effective hiring decision as soon as possible.. The quality of candidates that you are bringing in for interviews will be higher when assessments are used first. This saves significant time and labour costs from HR and hiring managers who would be involved in the interview process.

Reduced training time and cost

The assessment data can also reduce the training time required for new employees, allowing HR professionals to quickly identify and target specific areas for training and development. Instead of waiting weeks or months for skill gaps or development needs to present themselves, these areas can be proactively addressed in advance.

Onboarding advantage

Finally, assessment data adds value to the onboarding process. Not only can you tailor the onboarding process to the unique needs and personal style of the employee, but you can also share the assessment information with employees in a developmental context, resulting in increased self-awareness for the candidate and immediate engagement with the new role.

Whether setting up a psychometric assessment system to manage high volume roles and manage candidate screening, or digging deep into a professional or leadership candidate, there’s many advantages to ensuring you’re getting the best people for your organization.

Psychometrics Webinar - The Great Resignation Don’t miss our upcoming November 17, at 1:00 PM EST: The Psychology of the Great Resignation – Leadership Matters.

In this 30-minute, live presentation, Psychologist Shawn Bakker will explore:

  • Why leaders do not fully understand the reasons for employees leaving.
  • How leaders and employees can better articulate what is important.
  • Tips for leaders to better understand and connect with employees, and make their organization an attractive and fulfilling place to stay.


Filed under: Selection