TOP 5 REASONS FOR USING EMPLOYEE ASSESSMENTS* · 2020. 2. 26. · Technology is a major factor in...
Transcript of TOP 5 REASONS FOR USING EMPLOYEE ASSESSMENTS* · 2020. 2. 26. · Technology is a major factor in...
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HOW ORGANIZATIONS USE ASSESSMENTS TO IMPROVE THE BUSINESSAssessments are a valuable tool during and after the hiring process. During pre-hire, organizations most often use them to improve quality of hire, and post-hire they are most often used for skill and knowledge development, according to Brandon Hall Group’s 2018 Assessment Practices Study. Technology is a major factor in successful use of assessments, with the majority of users saying it helps increase business metrics, including quality of hire and employee retention.
TOP 5 REASONS FOR USING PRE-HIRE ASSESSMENTS*
TOP 5 REASONS FOR USING EMPLOYEE ASSESSMENTS*
USE OF ASSESSMENT TECHNOLOGY*
MOST IMPORTANT FEATURES WHEN SELECTING ASSESSMENT TECHNOLOGY*
MOST IMPORTANT METRICS FOR ROI FROM PRE-HIRE ASSESSMENTS*
50% 40% 39%
Improve quality of hire
Skill and knowledge
development
Understand work
style/personality
Improve employee engagement/ understand engagement
drivers
Improve team performance
Identify critical skills
Identify high-potential
talent
Identify qualified candidates, in terms of knowledge, skills,
competencies
To identify candidates that fit the organizational
culture
To understand work style or personality
insights
To predict job performance
78%
54% 44% 42% 40% 40% 38%
62%
*Among current users of pre-hire assessments.
*Among current users of post-hire assessments.
*Among users of pre-hire and/orpost-hire assessments.
*Among all current and prospective usersof pre and/or post-hire assessments.
*Among organizations that use pre-hireassessments and measure ROI
*Among organizations that use post-hireassessments and measure ROI.
Improved quality of hire
Improved new-hire retention rate
Improved time-to-proficiency
Improve hiring manager satisfaction
Increased new-hire engagement
78%
55%
42%
30%
29%
MOST IMPORTANT METRICS FOR ROI FROM EMPLOYEE ASSESSMENTS*
Organizational performance
Increase in employee engagement
Goal attainment for employee performance
Reduction in employee turnover
Number of successors in place
63%
61%
56%
48%
22%
59%
41%
Overall
High-Performance
Organizations
62%
48% 41%
52% 59%
67%
38% 33%
LargeOrganizations
SmallOrganizations
Mid-SizeOrganizations
60% 47% 44% 40% 39% 38%
Analytics/dashboards
Candidate/user experience
Competencymodels
Breadth of assessments
available
Length of time needed to take
assessments
Assessment portal
MOST IMPORTANT COMPETENCIES WHEN SELECTING AN ASSESSMENT PROVIDER*
*Among current and prospective users ofpre and/or post-hire assessments.
58%
76%62% 59% 59% 55%
49% 44% 41% 38%
Analytics/metrics
Predictive accuracy with
results
Quality of hire(includes skills and organizational fit)
Overall Large Organizations
Small, Mid-Size Organizations
High-Performance Organizations1
Customer satisfaction
Employeeretention
Productivity Employeeengagment
Customization of assessments
Competency models
Alignment of content with job
role (validity)
ORGANIZATIONS WITH INCREASE IN THESE BUSINESS METRICS SINCE TECHNOLOGY IMPLEMENTATION*
ORGANIZATIONS THAT PLAN TO INCREASE SPENDING ON ASSESSMENTS IN NEXT FISCAL YEAR*
*Among current users of pre and/or post-hire assessmenttechnology solution; excludes not sure responses.
*Among current andprospective users of pre
and/or post-hire assessments.
1High-performance organizations report increases in year-over-year key performance indicators, including revenue, market penetration, employee engagement and retention, and customer satisfaction and retention.
30% 44% 25% 33%
©2018 Brandon Hall Group. Licensed for Distribution by Questionmark. Source: 2018 Brandon Hall Group Assessment Practices Study (n=301)
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