The Lies We Tell About Talent Assessments and Candidate Experience 

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Assessments create a poor candidate experience. It’s a charge many of us have heard many times. Here’s the truth, though: The charge is valid — but only when assessments are poorly designed or used. 

So here’s another truth: While no one likes taking tests, it is a myth that assessments by default create a poor candidate experience. As a result of being unfairly villainized for having a negative impact on candidate experience, in the last few years employers have become fixated on the perceived need for ultra-short assessments. Their aim has been to keep candidates’ attention and hedge against perceptions of poor employment brands.

Rocket-Hire recently completed research into trends in the talent assessment market, which included reviewing and classifying over 245 vendors of predictive hiring tools on multiple parameters, including candidate experience. Here’s what the findings, along with those of previous research, reveal: 

Candidates value the opportunity to demonstrate their job-relevant skills more than they fixate on the length of an assessment or its entertainment factor. For instance, recent studies by the Talent Board found that the extent to which employers enable candidates to show their job-relevant skills, knowledge, and experience during the application process is directly related to important emotional outcomes. Specifically:

Thus, when it comes to the length of an assessment, the idea that candidates will immediately devalue any employer that asks them to dedicate more than 10 minutes to completing one is a falsehood.

Additionally, according to a recent research report by Gartner describing how candidates interpret the value of assessments, people almost universally trust assessments that are generally between 10 and 30 minutes. Furthermore, candidates feel negatively about assessments that are too long (over 30 minutes) — or too short (five minutes or less).

Then there’s the issue of relevance. While there is a general belief that the fun factor of game-based assessments make them attractive to candidates, according to Gartner’s research (below), this is clearly not the case.  Games and puzzles are the least preferred type of assessment, beating out drug-testing for this top honor….

Source: ERE

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