Design In-House Assessments That Improve Hiring Success
Go beyond the interview to better assess for competencies specific to the organization’s culture and unique needs.
- The cost of making a bad hire is high, even for entry-level positions.
- Lack of skilled interviewing is intensified by the fact that over half of job applicants don’t meet the basic requirements of the role.
Our Advice
Critical Insight
- Increasing the quality of pre-hire assessments beyond an interview improves objectivity and the quality of hiring decisions. Designing them in-house allows for greater alignment with the organization’s unique needs.
Impact and Result
- Create an in-house assessment to accompany an interview so that you can better assess the on-the-job competencies of your candidates.
- Create a scoring rubric for the assessment to improve objectivity of hires and to mitigate bias.
- Test the assessment to ensure that it is valid and reliable before integrating the assessment into your talent acquisition process.
Design In-House Assessments That Improve Hiring Success Research & Tools
1. Determine priority areas
Identify priority roles, competencies, and pain points.
2. Design your in-house assessments
Choose an assessment method to develop and create scoring for the assessment.
3. Ensure assessments are valid and reliable
Test the assessment design for alignment and bias.
4. Create an action plan for implementation
Integrate the assessment into the TA process.
Workshop: Design In-House Assessments That Improve Hiring Success
Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Determine Priority Areas
The Purpose
- Identify priority roles and competencies.
- Select an assessment method.
Key Benefits Achieved
- Priority roles and competencies selected
- Assessment method chosen
Activities
Outputs
Confirm focus competency or role.
- Focus competency or role confirmed
Determine pain points in current assessment process.
- Pain points determined
Set goals and metrics for the assessment.
- Goals and metrics set
Determine the required proficiency for the competency or role.
- Proficiency determined
Choose the method you will be using for your assessment.
- Method selected
Module 2: Design Your In-House Assessments
The Purpose
- Develop the assessment and scoring rubric.
- Test the assessment design’s validity and mitigate bias.
Key Benefits Achieved
- Assessment and scoring rubric established
- Assessment evaluated with a sample group
Activities
Outputs
Develop the assessment based on your chosen method.
- Assessment designed based on method
Develop the scoring rubric.
- Scoring rubric created
Determine resourced required.
- Required resources identified
Map accountabilities.
- Accountabilities mapped
Evaluate the assessment design for validity and bias.
- Assessment design validated
Prepare to test the design on sample group.
- Test design prepared
Module 3: Create an Action Plan for Implementation
The Purpose
- Determine an action plan to integrate the assessment into the TA process.
- Outline guidelines for running the assessment.
Key Benefits Achieved
- Plan to launch the assessment detailed
- Guidelines for administrating the assessment set
Activities
Outputs
Outline project milestones and key actions.
- Key actions outlined
Develop your communication plan.
- Communication plan mapped out
Draft assessor guidelines.
- Assessor guidelines created
Determine feedback and metrics review.
- Feedback and metrics review determined
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 4-phase advisory process. You'll receive 5 touchpoints with our researchers, all included in your membership.
Guided Implementation #1 - Determine priority areas
- Call #1 - Discuss pain points and determine priority roles.
- Call #2 - Review competency framework.
Guided Implementation #2 - Design your in-house assessments
- Call #1 - Design your in-house assessments.
Guided Implementation #3 - Ensure assessments are valid and reliable
- Call #1 - Discuss and determine validity and reliability methods.
Guided Implementation #4 - Create an action plan for implementation
- Call #1 - Develop an action plan for implementation.
Contributors
- Nicole Bonenfant, Adjunct Professor, Recruitment & Selection, Humber College
- Matt Burns, Founder & CEO, Global HR Collective
- Glenda Fisk, PhD, Employment Relations Program, Queen’s University
- Chris Frame, Partner, Operations, LiveCA
- Tom Haak, Director, HR Trends Institute
- Chris Hodge, AVP, Talent Acquisition, RoundPoint Mortgage Servicing Corporation
- Angela Hountalas, VP People, Rangle.io
- HR Professional, a U.S. Insurance Organization
- Ernest Mistica, HR Consultant, Enterprise Communications Company
- Lucy Norman, Senior Manager, Talent Acquisition, Info-Tech Research Group
- Poonam Ramkhelawon, HR Professional
- Joanne Roth, Director, Talent Acquisition, Special Projects, Sun Life Financial
- Sebastien Savard, CEO & Co-Founder, Sourcinc
- Wes Winham, Founder & CEO, Woven
Several anonymous contributors were also interviewed.
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