Did you know that the average corporate job opening attracts 250 applications? That’s a huge number of resumes to sift through. Within that group of 250 – and many jobs attract far more applicants – there are certain to be numerous highly qualified individuals, which is great news for employers. So why do so many companies suffer from high employee turnover? Shouldn’t it be easy to find the perfect person for your job opening? The answer is, it can be a lot easier than you’re making it.
Many employers still rely on manual sorting of applications. Hiring managers start by sifting out everyone who doesn’t meet the basic qualifications. Then they might look at factors like years of experience, college attended, or current title. This will get them down to a group of five to ten people to interview, then inevitably, the person who comes across the best in the interview will get the job.
This is becoming an archaic way of finding new hires, and it directly correlates to high turnover, a lack of corporate diversity, and often, poor company culture.
The modern approach is employing highly effective, properly validated hiring assessments.
When hiring managers employ effective assessments, they can then set aside their personal biases and use a standard metric for judging people’s abilities and weaknesses. Assessments can be used starting in the application process to help enable better hiring decisions. The earlier in the process that assessments are used, the easier it is for the best talent to rise to the top. Artificial signs of talent like years in the field or personal connections drop off of the radar, and people get measured by their potential fit with the company culture, their ability to grow and learn, and their actual skills.UnWhen people are measured on an equal playing field, the result is almost always a more diverse workforce, because unconscious bias doesn’t have a chance to rule the hiring process. Candidates who might otherwise get overlooked get their chance to shine. The result is better hires, more employee loyalty, and a better bottom line.