The importance of assessing job candidates prior to hiring can not be overstated, especially considering all the wasted time, money and negative publicity that can occur when Human Resource Departments (HR) don't do its necessary homework.
Employee turnover is inevitable. Yet, unmanaged employee turnover can easily steal your company's knowledge base, profits and competitive edge in the market. Organizations that do not actively manage the impact of turnover will find not "keeping the keepers" costly.
The major reasons for high employee turnover are:
Improper recruitment
The nature of the job and company
The characteristics of the individual employee
By focusing on improving incoming employee efficiency (from sharpening recruitment methods to better matching of candidates with the job and company culture) and reducing the length of time that a position is vacant, can substantially reduce turnover costs.
Focusing on the front end by screening job candidates carefully to engineer the right job fit allows for matching up the right person with the work they find challenging. Today's pre-employment assessment tools screen for learning ability, personality and candidate interests to compare with a composite profile of your best job performers.
New data shows how costly an unreliable hire can be for organizations' bottom lines. According to the U.S. Bureau of Labor Statistics, companies lose approximately 2.8 million workdays each year from unscheduled time off, aka absenteeism. But pre-employment assessments make it easier for hiring managers to gauge a candidate's reliability as well as his or her ability to adhere to rules and regulations. Assessments from companies such as Profiles International, Insight Worldwide and SHL are designed to identify job candidates who are more likely to be unreliable and unsafe in the workplace.
The forward thinking HR executive will employ such pre-employment assessments because they provide objective data to protect a company from any possible discriminary claims.
Source: Human Resource Executive, May 16, 2009
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