Brampton - In today's market, finding and retaining the best, top-notch qualified individuals is a challenge for organizations of any size.  With consistent and effective screening techniques, an organization can be assured they have hired the right person for the right job.  One method in helping to select that right person is utilizing pre-employment assessment tools as part of the hiring process.

Employers need to ensure they make effective use of their employee's strengths.  To fully appreciate the opportunities to enhance the various skills, knowledge and abilities needed to perform on the job, today and in the future, pre-employment assessments are an inexpensive tool to use when screening candidates.  The assessment results are not looked at as a pass of fail, but rather, the results are used to measure a candidate's ability to perform on the job, which could pinpoint the right candidate while eliminating those who wouldn't be a good fit with the team or in the specific role.

The ideal assessment tool is one that doesn't focus solely on a candidate's strengths and weaknesses in relation to the potential role.  Going beyond that, it looks at the individual's behavioural traits, thinking and reasoning ability and occupational interests.  It sets a benchmark against the highest performer in the department/division, and accurately predicts whether the potential new hire would be an ideal candidate for the role.

Assessment tools enable organizations to obtain an impartial and systematic look into a candidate's inclinations and personality traits.  With the information gathered from this broader perspective, companies are better able to match up the person's natural strengths with the responsibilities of their role.  It is proven that those who use such assessment methods for screening applicants are 3 to 5 times more likely to hire the right person the first time, resulting in higher productivity, retention and commitment to the job, and overall increased employee morale.

Pre-employment assessment tools can be administered over the Internet so most candidates can access the tool from anywhere.  The Internet application, with online administration, provides instant analysis and report generation which makes administration very easy and efficient.  These results are then shared with the decision makers/hiring managers.

When choosing which assessment methods to use, be sure the tool is age, gender and ethnicity blind.  Results should be kept completely confidential and shared only with those directly involved in the recruitment process.

Many pre-employment assessment tools are not only used for job placement, but are also effective in determining employee or management promotions, self-improvement, used for coaching and training, succession planning, and job description development.

While it is essential that new hires have the character and temperament to fit in with the rest of their team, this need is more pronounced in organizations of a smaller size.  There is already enough pressure on people to perform at their highest level without management having to handle employee and personality clashes caused by hiring candidates who are the wrong fit.  With a smaller group, these clashes become even more counter-productive.  Ironically, it is these smaller organizations that typically don't utilize pre-employment assessment tools, even though they are often the companies who will reap the most benefit.  The good news is that these tools are readily available through Human Resource Consultants and vendors who can provide guidance on who to hire and who to avoid, launching the company to higher achievements.