Burden Of Cost on Talent: Should we spend money on assessments?

A question that many recruiters and employers ask themselves many times a year! This query becomes more related when there are so many people in line and one is convinced not to waste money on assessments as “we have enough candidates”. However, number of people should not change the situation for employers as you don’t want mere people, you want talent, right?

Here’s what I think.

Given the war for talent and the limited pool, companies actually have to be pickier and choosier than ever, as scarcity breeds ineffectiveness. Consider it this way, if the candidate is not a good fit for the job and you hire them, sooner than later they will be a prime target for an aggressive head hunter and they will leave your firm anyway.

In my opinion, choosing the right assessment for both the candidate and your company is very important, as one size does not fit all situations. (For customized tests: www.hirelabs.com )

I think there are a lot of hokey assessments out there. Many that are being used out of context or that were not properly selected and matched for the company’s long term needs. The ideal way to choose a behavioral interviewing, patterned interview model or an assessment is to do the research and spend the money yourself or hire a 3rd party who has done the work already to make the appropriate recommendations.

Either ways, spend money on assessments!

Let me know your answers too….