While many companies experience significant benefits from pre-employment assessments, they frequently administer these only for entry- to mid-level roles. However, there seems to be a good deal of reluctance to assess executives. However, considering the potential impact of their role, this makes no sense.
While there are numerous reasons why any organization should consider incorporating assessments into the executive hiring process, here are a few key points:
The Stakes are Greater
Hiring an executive is a big deal, a decision that will undoubtedly impact the whole organization for better or for worse. However, in a pool of executive candidates, where personable interviewers, stellar resumes, and impressive applications are expected, it’s especially difficult to a sift through numerous candidates and resist formulating some level of bias along the way.
Pre-employment assessments are one of the most predictive measures of success for a given role. While traditional hiring methods are often vulnerable to subjectivity, assessments are validated, objective means of obtaining candidate information. Remember, assessments are shown to be twice as predictive as job interviews, three times as predictive as experience, and four times as predictive as education level.
Given the weight of the decision in selecting an executive, why wouldn’t anyone want to use this powerful tool for the most important roles in any company?
The Costs Are Minimal
The hiring process for executives tends to be longer. While the average hiring process for all roles in the US takes approximately 25 days, at the executive level, it can take up to three times that amount. Some skeptics may resist another step to this already arduous and lengthy process. However, WrightOne assessment results actually help speed up decision-making and allow companies to evaluate candidates faster, with more quantitative and qualitative support. Though pre-employment assessments may be an extra step in the process, it’s a small step that could save an immense amount of time and money in the long run.
The Results Are Just as Applicable
Candidates at the executive level have the potential to be the voice and vision of the company. Therefore, it is crucial to fully understand them aside from what is on paper or relatively briefly in person. Characteristics such as resourcefulness, emotional stamina, and achievement are evaluated by our assessments. Knowing this information is helpful in determining if candidates will be a proper “cultural fit” or be confident in their role and environment.
In addition, factors measured through cognitive aptitude tests, such as the ability to learn and problem solve, are helpful in evaluating how candidates will execute their role and grow in their position. While companies may value different skills and experiences for a given position, the innate qualities measured through pre-employment assessments apply to all candidates no matter the rank.
Recruiting for executives is no easy task. While hiring for any role comes with its challenges, at the executive level, that decision becomes enormous with vast potential repercussions.
It is crucial to exercise extreme care and diligence when evaluating these candidates.
When recruiting for such a high-stakes position, it is essential that the organization exercises the greatest amount of care during the hiring process. Pre-employment assessments are designed to be a cost-effective way to do just that and assist in making those tough, borderline decisions. While they should not replace your entire hiring process by any means, assessments provide information on candidates of all ranks that traditional hiring methods cannot capture.
