Assessment: the perfect tool for evaluating and recruiting

THEAssessment, or theskills assessment, plays a crucial role for both companies and candidates by allowing Measuring potential, personality, motivation and abilities of a candidate or collaborator. Used as an analysis exercise, it is used in the context of recruitment, internal mobility, professional development or talent management. It is based on a variety of tools - tests, questionnaires, scenarios, scenarios, interviews, and role plays - developed and analyzed by experts external or internal to the human resources profession.

The advantages of assessment are multiple: reduction of the risks of recruitment errors, optimization of team performance at work, promotion of diversity and inclusion, strengthening corporate culture, development of Soft Skills and talent retention. For candidates, this represents an opportunity to get to know each other better, to value their assets, to prepare for interviews, and to find the ideal position.

In this article, we will reveal to you the challenges of assessment in recruitment, its multiple advantages, and how Integrate it effectively to your recruitment strategy. Discover why assessment is an essential tool for accurate assessment and recruitment.

1 - Understand assessment and its challenges in recruitment

1.1 - What is assessment?

THEAssessment is a method for evaluating skills, potential, personality and motivation, whether for a job candidate or for an employee already in office.

This technique represents a crucial decision support tool for human resources professionals, making it possible to assess the suitability between an individual and a position, a team or an organization. Indeed, it is a precious device that will allow you to Succeed in your hires.

1.2 - The various types of assessments used in recruitment

Recruiting can be based on various types of assessments, depending on the desired objectives and evaluation criteria. Among them are:

• Les aptitude tests, which assess the cognitive abilities of candidates, such as logic, numerical or verbal skills, as well as their speed and accuracy, usually using multiple choice questions.
• Les psychometric personality tests, intended to apprehend character traits, values and The motivations of the candidates, often in the form of questionnaires.
• THEAssessment Center, which places candidates in role-playing situations, simulations or presentations to observe their behavior, responsiveness, creativity, and ability to work in a team. These assessments can be carried out both in groups and individually.

Precisely after several years of R&D with researchers in Psychology and Neuroscience, we imagined Yuzu : one Digital Assessment Center, specialized insoft skills assessment (the famous soft skills).

With Yuzu, talents are immersed in scenarios developed with the new technologies of Video game.

The evaluations, on the other hand, are accessible to all profiles thanks to simplified orders and cloud technologies (all you need is a computer and an internet connection to be evaluated).

Evaluate your candidates with Yuzu

The advantages of our solution:

1. One candidate experience exceptional to boost your employer brand ;
2. A solution accessible to all to ensure equal opportunities;
3. A decision support tool to detect and promote interpersonal skills.

Whether it's for your recruitment process Or of internal mobility, we are transforming the assessment of Soft Skills in a strong and fun moment.

However, each of these methods must be enriched or specified by interviews, individual or collective, face-to-face or not, which contribute to a better understanding of candidates, by verifying their skills and testing their adherence to the company culture.

1.3 - The importance of assessment in HR decision-making

Assessment plays a key role in HR decision making, because it allows you to:

• Reducing the risks ofRecruiting error based on objective and reliable criteria, and by circumventing judgment biases.
• Optimizing performance teams, by selecting candidates in line with the needs of the company.
• Encourage the diversity and theinclusiveness, focusing on the skills and potential of candidates, rather than on discriminatory criteria.
• Strengthen the corporate culture, thanks to recruitments aligned with the values and vision of the organization.
• Develop behavioral skills, by highlighting the strengths of candidates and offering constructive feedback.
• Retaining talent, by offering candidates opportunities for recognition, promotion and development.

2 - The advantages of assessment in recruitment processes

2.1 - An objective assessment of skills

One of main advantages of assessment is its ability to assess the skills of candidates in an objective, reliable and valid manner. This tool, based on scientific methods, accurately measures the skills, motivation and potential of candidates. This is done in line with the specific needs of the position to be filled and of the company.

Thus, assessment is an effective way to reduce judgment biases, stereotypes and prejudices, optimizing the quality of recruitment. Offering a global vision of the profile of candidates through various assessment methods, such as tests, scenarios, interviews or role plays, the assessment selects the most competent candidates based on objective and relevant criteria.

2.2 - Identify potential and anticipate evolution

Assessment also shines in its ability to identify the potential of candidates while anticipating their evolution within the company. More than a simple assessment of current skills, this tool also assesses the learning, adaptation, and management capacity of the aspiring manager.

It thus detects talents, identifies high potentials (the A -players), forecasts training needs and plans career paths, which represent key points in the profession. In short, the assessment recruits candidates adapted to the current and future needs of the company.

2.3 - Reinforcing the employer's brand image

Finally, one of the undeniable advantages of assessment is its contribution to strengthening ofbranding from the employer. By offering a positive and engaging experience, the assessment values candidates, giving them the opportunity to present their skills, motivations, assets and aspirations.

It also shows respect for them, thanks to the provision of adapted tools, constructive feedback and personalized advice. By presenting the culture, values, vision, mission, mission, projects and opportunities of the company, the assessment attracts and recruits the most motivated candidates, thus promoting their adherence and satisfaction.

3 - Practical advice for integrating assessment into your recruitment strategy

3.1 - Clearly define the skills and qualities sought

The key to successfully integrating assessment into your recruitment process lies in precisely defining the skills and qualities you expect from candidates. Analyze the position in question taking into account missions, responsibilities, objectives, and identify the corporate culture as well as its values and vision.

It is essential to specify technical, behavioral, transversal and key competencies, as well as personal qualities such as motivations and aspirations. Prioritize them based on their importance, rarity, and potential. In this way, you will have a framework for selecting the most relevant assessment tools.

3.2 - Choosing the right type of assessment

The appropriate choice of assessment is crucial and must be adapted to your objectives, means and evaluation criteria. Ask yourself the following questions:

• What is the complexity of the position?
• What is the profile of the candidates?
• What resources are available to conduct this assessment, both internal and external?
• To which Recruiting stage, assess candidates?

Use your answers to select the most appropriate tool, whether it's an assessment center, aptitude or personality tests, or interviews. This approach is an essential exercise in your action plan for all recruiters who want to select the best candidates for their company.

3.3 - Interpreting the results for an informed decision

Interpreting the results of the assessment is a decisive step for successful recruitment. Evaluate the reliability and relevance of the tools used, examine the consistency of the results and compare them. Make sure these results match your competency framework.

By paying attention to the strengths and weaknesses of each candidate, as well as the feedback to be provided, you will have an overview that will guide your choice of the most appropriate person to secure your recruitment.

? To remember

The process ofAssessment is a method of evaluating and recruitment essential that offers the opportunity to closely examine the skills, the potential, personality and motivation of job candidates or current employees. It brings a multitude of benefits for both businesses and candidates, including:

• An objective assessment of skills, based on criteria reliable and valid.
• The accurate identification of potential and the prediction of professional development, based on the ability to learn and adapt.
• The enhancement of the company's image, which highlights respect, appreciation and attractiveness towards candidates.

To successfully integrate assessment into your recruitment strategy, it is advisable to:

• Accurately determine the skills and qualities sought by thoroughly analyzing the position and culture of the company.
• Select the most appropriate type of assessment according to your objectives, resources and selection criteria.
• Analyze the results for informed decision-making, taking into account the reliability, consistency, relevance and feedback of the assessment tools used.

If you want to know more about assessment and its benefits. There is no need to contact a recruitment agency as Yuzu offers the right solution for your needs and expectations, to help you recruit the best talent through gamification.