Long gone are the days of job seekers shifting through wanted ads or visiting employment offices. Today, like with most anything, those looking to shift positions or careers are going to the Internet to find their next place of employment.
However, an online application or resume does not make a well-rounded enough impression to determine whether an applicant is not only qualified for the role, but will also be a good fit for the team and the corporate culture. We highly recommend doing a job fit assessment before hiring anyone else for your team.
Why Job Fit Assessments?
More than a personality test, an assessment for job fit can give those in a hiring position a real overview of a candidate’s “on the job” aptitude. While it is vital to hire an individual that can do the job, and do it well, understanding how they will show up each day is just as important. One negative attitude can do more damage to your team than you think. Losing quality team members because of an employee that doesn’t mesh well with your company’s culture and your team’s standards is not worth the risk. The right job fit assessment will pinpoint the applicant’s capabilities, character, and personality.
There are a myriad of benefits to a good job fit assessment including:
- A reduction in employee turnover by 10 to 50% in just the first year
- A significant reduction in the cost per hire
- An increase in team productivity
- An opportunity to fit the right personality into the right position, on the right team
- The increase in productivity will naturally result in an improvement in overall profitability
- An improvement in team morale, as well as employee motivation and engagement
What is Included in a Job Fit Assessment?
A job fit assessment is based on more than just data, there is a science behind the structure of the assessment. The assessment we use focuses on three main areas as indicators of whether or not an applicant will be a successful hire: personality, cognitive, and attitude.
Personality
Every human on the planet has a personality built from a complex array of traits. These traits are signals to a person’s behavior and responses. Behavioral styles are what the test looks for such as introversion or extroversion, willingness to be a team player, likeability, and the stability of a person’s emotional state.
Cognitive
Beyond an applicant’s education level and on-the-job experience, a cognitive assessment determines a person’s ability to learn, level of knowledge, and overall mental agility and ability. Some positions require an in-depth understanding of math and coding – while others require a scientific approach and outlook. A cognitive assessment determines an applicant’s ability to actually perform the job based on more than just past experience or education.
Attitude
An often-overlooked aspect of whether or not a job seeker is a good fit is a measurement of their attitude. It is nearly impossible to tell from a resume, or even an interview when someone is on their best behavior, whether or not an applicant is prone to hostility, has a low level of integrity, or has a disregard for basic business ethics. If a person is a good team fit, and has the mental and physical requirements for the job, but will impact overall morale or the bottom line with counter-productive behaviors – you will lose time and money in the hiring process. This part of testing is what sets us apart from other job assessment options and is a critical element when bringing on a new team member.
If you’d like to learn more about job assessments, feel free to check out what we offer in full detail at our website. Discover how you can hire the very best employees at Accucheck Screening.
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