Prehire assessments—Validated approaches to hire for values, fit, and potential

Posted by Denise Moulton and Mackenzie Wilson on November 25, 2019.

Technology is transforming all parts of the talent acquisition process, including prehire assessments. What used to be perceived as transactional tools, bolted to the recruitment process after candidates had progressed through a portion of the sourcing and recruiting cycle, are transforming to provide insights that can be leveraged at any time, before and after hiring.

These advanced capabilities are critical as organizations become more data-driven in their approach to HR. They present the opportunity to create a data feedback loop between talent acquisition (TA) and talent management, using insights from both to better understand performance and retention. Organizations can then incorporate this information into recruitment practices to deliver high-quality talent at the point of need.

Our research1 has found that several factors define high-performing TA organizations, including adopting a strategic approach to talent acquisition as well as deeply integrating with the business and across the HR suite to help ensure alignment on talent-related issues. And these approaches can pay off in ways beyond retention: Organizations with high-performing TA practices have 18 percent higher revenue and a 30 percent productivity advantage compared to low-performing organizations.2

Prehire assessments can help organizations differentiate across each of the factors associated with higher levels of talent acquisition maturity by:

  • Providing direct alignment with business needs
  • Enhancing the candidate experience
  • Furthering strategic recruitment initiatives
  • Incorporating data, artificial intelligence, and other advanced technological capabilities
  • Supporting the capability development of talent acquisition teams

By linking assessment capabilities directly to the factors indicative of talent acquisition maturity, buyers should be well positioned to understand how these solutions can be situated within a proactive and thoughtfully designed recruitment strategy.

Organizations need to be able to effectively navigate the array of solutions available today. We are exploring platform capabilities to help illustrate the link between technology and innovation in the prehire assessment space. Our research helps organizations understand which capabilities are currently available in the market and whether they are widely available, differentiated, or areas of future focus for providers.

We are excited to cover this segment of the HR technology market as it experiences significant transformation. If you are a vendor with capabilities that support the recruitment and selection process, please consider participating in our Prehire Assessment Solution Survey for consideration in our market research.

Denise Moulton is a vice president and the HR and talent research leader at BersinTM, Deloitte Consulting LLP.

Mackenzie Wilson is a senior research analyst at BersinTM, Deloitte Consulting LLP.

1Six Key Insights to Put Talent Acquisition at the Center of Business Strategy and Execution, Bersin, Deloitte Consulting LLP / Robin Erickson and Denise Moulton, 2018.

2The Talent Acquisition Maturity Model, Bersin, Deloitte Consulting LLP / Robin Erickson and Denise Moulton, 2018.

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