How to streamline your recruitment with talent assessments

Efficient recruitment lies at the heart of organisational success. In this era of dynamic work and technology, traditional hiring methods are falling short, leading to significantly higher costs, extended vacancy periods, and missed opportunities for growth. 

In this article we delve into some of the challenges faced by HR professionals and recruiters, offering insights into the transformative impact talent assessments can have on your recruitment process.

How to streamline your recruitment with talent assessments

Common challenges in hiring efficiency:

CV screening

One of the significant stumbling blocks in traditional hiring is the CV evaluation process. The sheer amount of resumes can often be a challenge for recruiters, who lack the time to thoroughly assess every single candidate. Automation through CV  screening software, while a time-saver, presents its own set of issues, including keyword-based biases and the risk of overlooking hidden talents.

Unstructured interviews

Unstructured interviews contribute to hiring inefficiency by lacking a standardised approach. Asking varied questions in different orders without clear benchmarks hampers the ability to assess a candidate’s skills objectively. Research indicates that unstructured interviews are not only inefficient but prone to bias, leading to poorer hiring decisions.

Lack of clarity around existing skills

One study by PWC suggested that only 30% of companies felt confident about their employees possessing the necessary skills to succeed in their roles. This uncertainty forces reliance on traditional metrics like degrees, cover letters, and resumes, introducing inefficiencies and increasing the likelihood of mis-hires.

Poor communication

Inefficient recruitment strategies often go hand in hand with poor communication skills. Internal misalignment among hiring teams, opaque communication with applicants, and vague job descriptions contribute to negative candidate experiences, impacting both the recruitment process and the employer brand.

How talent assessments can help

Improved recruitment processes

Talent assessments have emerged as powerful tools to improve recruitment processes for anyone brave enough to use them. These types of assessment, ranging from role-specific skills tests to personality evaluations, promise a swift and comprehensive understanding of candidates. By focusing on objective data, they address bottlenecks, enhance the candidate experience, and expedite the recruitment process.

Data-backed approach to hiring

There are now numerous studies showing companies can have substantial results in reducing mis-hires when implementing talent assessments as part of the hiring process.   

When organisations shift their focus from only looking at degree requirements and hard skills to a more holistic, skills-based approach the risk of a bad hire is reduced significantly.

Improved time-to-hire

Talent assessments can play a pivotal role in speeding up the recruitment process and significantly reducing time to hire. By providing a more objective method of evaluating candidates’ skills, competencies, and cultural fit, talent assessments provide a comprehensive understanding of a candidate’s suitability for a role. 

Unlike traditional methods that often involve prolonged resume reviews and unstructured interviews, talent assessments offer a streamlined approach, enabling recruiters to identify high-potential candidates early in the process. 

This focused evaluation, coupled with the ability to customise assessments based on specific job requirements, allows organisations to make informed and efficient hiring decisions. The result is a shortened time-to-hire, providing a competitive advantage in securing top talent and addressing critical staffing needs promptly.

Enhances employee retention

Efficient recruitment extends beyond filling immediate vacancies; it ensures that new hires align with the organisation’s goals, fostering long-term commitment. Talent assessments play a pivotal role in identifying and supporting candidates with the right skills, reducing turnover, and facilitating better internal mobility by helping to highlight skills gaps early on.

Matching employees with positions that align with their strengths and professional aspirations provides a better sense of fulfilment and engagement. They aid in addressing internal skills gaps, enabling organisations to provide targeted learning and development opportunities. This allows managers to take a more proactive approach in employee development. The result is a workforce that feels more valued, and better equipped for success, ultimately contributing to a positive company culture and long-term employee commitment.

Reduces hiring bias

Reducing cognitive bias in the hiring process is both an ethical imperative and a strategic move. Talent assessments, designed to focus on skills and job suitability, offer a robust solution to overcome the unconscious biases that we all have. 

How to make the most of talent assessments

1. Use a combination of tests:

Effective talent assessments involve a combination of cognitive ability tests, personality questionnaires, situational and role-specific tests. The synergy of these assessments can provide a more well-rounded view of a candidate’s abilities, helping to minimise biases and enhancing the decision-making process.

2. Use talent assessments early on:

Integrating talent assessments early in the hiring process helps you to identify skilled candidates much faster, helping to reduce time-to-hire. Given candidates’ increasing preference for faster responses, this approach aligns with their expectations, ensuring a more positive candidate experience.

3. Advertise assessments on job postings:

Transparent communication about the use of assessments attracts candidates who value accuracy and objectivity in job descriptions. Incorporating this information in job postings sets the stage, and helps avoid any surprises from candidates applying to any of your roles.

4. Get familiar with each test:

Understanding the nuances between each assessment is crucial for optimal use. We encourage all employers using our tests to familiarise themselves with the range of available assessments, this helps ensure a more strategic and informed approach to evaluating talent.

5. Avoid heavy reliance on AI:

While technology is integral to modern recruitment, excessive reliance on AI-powered assessments can introduce biases along the way. Often companies will use the term ‘AI’ as a marketing buzzword, when in reality many assessment platforms don’t utilise AI at all. 

Striking a balance and opting for assessments that prioritise human judgement over fully-automated decisions contributes to a fairer and more inclusive recruitment process.

6. Facilitate internal mobility:

Talent assessments not only aid in external hiring but also facilitate internal mobility by identifying existing skills and providing insights into employees’ areas for future development. This, coupled with learning and development opportunities, contributes to reduced turnover and a talent pool that’s invested in organisational growth.

7. Ask for feedback:

Continuous improvement is vital in refining talent assessment processes. Encouraging feedback from test takers, whether job seekers or existing employees, provides valuable insights into the effectiveness of the assessments, fostering a culture of adaptability and improvement.

Additional strategies for improving hiring efficiency

1. Use structured interviews:

Incorporating structured interviews, alongside your talent assessments, is proven to be a robust predictor of job performance. This approach enhances hiring efficiency and reduces turnover by providing a standardised evaluation framework.

2. Give candidates take-home assignments:

Providing candidates with paid trials, such as take-home assignments, not only offers a realistic job preview but also gathers tangible data on role-specific abilities. This approach aligns expectations, reduces mis-hires, and showcases an employer’s commitment to investing in potential talent.

3. Reduce reliance on specific degrees and experience:

Degree inflation can hinder recruitment by screening out skilled candidates based on arbitrary educational qualifications. Eliminating rigid degree and hard skills experience requirements broadens the talent pool, focusing on competencies rather than formal credentials.

4. Write clear job descriptions:

Crafting clear and compelling job descriptions is an art that directly impacts your ability to recruit. Clarity about role expectations, working conditions, and organisational culture attracts candidates who resonate with the job’s realities, reducing the likelihood of mis-hiring and enhancing recruitment outcomes.

5. Focus on recruitment efficiency metrics:

Data-driven decision-making is imperative in recruitment. Adopting key efficiency metrics, such as source of hire, application completion rate, turnover rate, offer acceptance rate, and quality of hire, empowers organisations to refine their recruitment strategies and attract high-quality candidates.


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