Pre-employment
Assessments
FOUR WAYS ASSESSMENTS HELP MAKE THE
MOST OF LIMITED TRAINING RESOURCES
No one wants the skinniest slice of the budget pie, but
most learning and development or human resources professionals
should know who’s getting it. In other words,
organizations can kiss their training initiatives goodbye.
There are plenty of explanations: the company didn’t grow as
projected, the economic downturn means cuts have to be made,
ROI wasn’t quantified with past training initiatives, business
needs have evolved, to list a few.
Experienced L&D and HR professionals know training is not
something that should be thrown away. Poorly trained staff produce
lower-quality work when compared to peers who have been
properly onboarded. Complaints skyrocket. Negative attitudes
spread. Customers begin to look elsewhere. Now the company is
suddenly dealing with something far costlier than training: turnover
and lost market share.
While training isn’t expendable, it surely can be adaptable if
organizations are willing to consider a leaner methodology by
integrating high-quality assessment tools. As training budgets
continue to be reduced, it is more important than ever to use a
high-quality pre-employment assessment to understand how well
someone is naturally suited to take on the duties, tasks and behaviours
required to be successful in a job. Aside from their other
benefits – such as building internal teams or filling vacant positions
– assessments can help target limited training resources with
greater precision.
According to Talent Board, 89 per cent of companies are using
some form of high-quality pre-employment assessment. There’s
obviously something to be said about assessments. The very best
assessments can be used for both selection and development. Even
with limited training resources, high-quality pre-employment
By Trevor Shylock
stockbroker/123RF
hr practice
HRPROFESSIONALNOW.CA ❚ APRIL 2019 ❚ 15
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