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Why Use Assessments?

Assessments Can Improve Hiring Success Rate by 500%
The standard combination of résumé and interviews has traditionally been how most hiring and promotion decisions are made. However, experience shows only a coincidental correlation between the ability to deliver well in an interview and to deliver well on the job: 14% -- 1 good employee in every 7 hires.

Adding background checks improves the success rate to 26%, but that's still only 1 good hire in every 4. Using this filtered glimpse of a person's past has proven to be an unreliable predictor of a person's future. Unfortunately, many employers have accepted these poor results and the high cost of excessive turnover as a business reality.

Assessing behavioral traits improved the hiring success rate to 38%. When both thinking abilities and behavioral traits are assessed, the right people are hired 54% of the time. When an assessment of occupational interests is added, successful results improve to 66%. The most impressive results are achieved, however, when an integrated assessment is used - one that measures behavioral traits, thinking, occupational interests, plus "Job Match."

Job Match outranks all other factors
A well-documented study, published in Harvard Business Review concludes that "Job Match" is by far the most reliable predictor of effectiveness on the job. The study considered many factors including the age, sex, race, education and experience of approximately 300,000 subjects. It evaluated their job performance and found no significant statistical differences, except in the area of "Job Match." The conclusion:

The only reliable method for evaluating "Job Match" is with a properly designed assessment instrument, capable of measuring the essential job-related characteristics particular to each specific job. Profiles International has assessments designed for this purpose.

Profiles' integrated assessments employ cutting-edge technology and empirical data to assess the qualities of "The Total Person." In doing so, the individual qualities of candidates are compared to “benchmark” qualities of employees who are performing their duties in a superior manner. These 21st Century assessments successfully identify potentially excellent employees better than 75% of the time.

Hiring/Promotion decision based upon...
Success Percentage
Résumé & Interview alone
14%
Add background checks
26%
Add assessment of behavioral traits
38%
Add assessment of thinking abilities
54%
Add assessment of occupational interests
66%
Profiles integrated “Job Match” system
75%+
"It's not experience that counts or college degrees or other accepted factors; success hinges on a fit with the job."

 

Assessments offer a solution
The use of assessments has become essential to employers who want to put the right people into jobs; provide employees with effective training; help their managers to become more effective; and Promote people into positions where they will succeed. The use of assessments has resulted in extraordinary increases in productivity while reducing employee relations problems, employee turnover, stress, tension, conflict and overall human resources expenses.

Testing is acceptable, even expected
A Molding Systems survey found that 92% of job applicants accept testing as part of the job qualification process. Only 3% resent it, while 5% were neutral.

Are you willing to accept these dismal statistics for your business?
Several factors contribute to the failure of traditional hiring methods. Résumés often contain false claims of education and experience while omitting information that would help employers make better hiring decisions. Business references are of little value because most past-employers can be held liable for information beyond confirming dates of past employment.

  • Two of three new hires will disappoint in the first year
  • Two of three employees would rather work somewhere else
  • Ninety-five of 100 applicants will "exaggerate" to get a job
  • Most hiring decisions are made in haste - during the first 5 minutes of an interview
  • One of three businesses will be sued this year over an employment issue
  • Turnover costs thousands of dollars for every departing employee
  • Eighty percent of employee turnover is avoidable

You want employees who are dependable
Absenteeism cost employers $757 per employee, according to a report in USA TODAY. This was the direct cost reported by a survey of human resource professionals and does not include the cost of hiring others or paying overtime to perform the work of absent employees.

You can be held liable for employees' behavior on and off the job
You must know the nature of the people you hire because their criminal behavior could cost your business millions of dollars. Every time you hire without practicing due diligence, you may be accepting liability for their actions - even when they are "off the clock."

You can be sued for illegal discrimination
In the absence of objective data, how can you demonstrate a hiring/promotion decision was made objectively, without discrimination because of gender, race, age, etc.

Résumé writers write great fiction
In a survey of recent college graduates, 95% said they would be willing to make a false statement in their résumés in order to get a job. Forty-one percent admitted they had already done so, according to a report in Nation's Business.