Design Pre-Employment 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.
Need Extra Help?
Speak With An Analyst.
- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project
Our Advice
Critical Insight
- Increasing the quality of pre-employment
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 a pre-employment 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 hires' objectivity and mitigate bias.
- Test the assessment to ensure that it is valid and reliable before integrating the assessment into your talent acquisition process.
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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