What are the best talent assessment tools?
From job trials to behavioral and situational judgment tests, here are 8 answers to the question, “What is one talent assessment tool that you use at your company?”
- Reveal by Hiring Indicators
- Birkman Method
- Wiley’s Everything DiSC Suite of Assessments
- Wonderlic Cognitive Ability Test
- Behavioral and Situational Judgment Tests
- Predictive Index
- Job Trials
Reveal by Hiring Indicators
We use competency-based pre-hire assessment tools, like Reveal, to be sure candidates are the right fit for the company. Other assessment tools can certainly help with determining whether candidates have the skills for a position, but we also want to know about their soft skills. We measure this by using a competency-based assessment, which uses multiple-measure tests, to predict performance. The end result will be a higher correlation between test scores and predicted job performance. I honestly feel that competency-based assessment tools are the key to making hires that go the distance.
Linda Scorzo, CEO, Hiring Indicators
At my company, we use a talent assessment tool called the Birkman Method. It’s an aptitude and personality questionnaire that enables us to better understand a person’s behavior, motivation, and communication preferences. This tool helps us assess an individual’s suitability for an available role and ensure that they have the resources needed to perform at a high level throughout their tenure with us.
The Birkman Method is incredibly useful when it comes to understanding how well someone would fit within our company culture, enabling us to make effective hiring decisions. I’ve found this to be one of the most valuable tools for great success every time we bring new talent aboard.
Antreas Koutis, Administrative Manager, Financer
Wiley’s Everything DiSC Suite of Assessments
As a corporate HR generalist for 16 years, I realized just how many assessments were on the market for enhancing self-awareness. One might help you better understand the strengths that you bring to your current work, while another would guide you toward roles better suited to your professional interests.
While self-awareness is a vital and significant piece of the puzzle, I needed a model for helping individuals and teams leverage cognitive diversity within an organization. I wanted them to better understand themselves and one another so that they could do their best work and strengthen relationships at all levels.
Wiley’s Everything DiSC suite of assessments offered our learners actionable insight, resulting in immediate and long-lasting behavioral change. I regularly share my experience with others and highly recommend DiSC as a common language among the people who matter most to your business.
Erich Kurschat, Owner, Harmony Insights LLC
Wonderlic Cognitive Ability Test
At our company, we use the Wonderlic Cognitive Ability Test as a pre-employment talent assessment tool. This easy-to-use test measures the cognitive abilities of potential candidates and helps us accurately assess their aptitude for the job.
Wonderlic scores help management in identifying potential hires with the skillset that best fits our organization. Some other benefits of using Wonderlic include a cross-sectional comparison between different candidate profiles, an ability assessment for nearly any occupation, and an understanding of complex problem-solving behavior. Our management finds Wonderlic extremely practical in supporting sound hiring decisions.
Jim Campbell, Owner, Camp Media
Behavioral and Situational Judgment Tests
We use behavioral and situational judgment tests as our primary talent assessment tool. It is particularly useful because it allows us to better understand how a candidate would handle various situations that could arise in the workplace.
This test is composed of questions that require them to choose the best course of action from multiple options, allowing us to evaluate their reasoning and how they approach new situations. We also find that it helps us identify potential areas of improvement and is an excellent way to determine whether or not someone is a good fit for our company.
So, in my opinion, the situational judgment test is the best way to better understand a candidate’s personality and work style.
Arkadiusz Terpilowski, Head of Growth and Co-founder, Primetric
Codility is a talent assessment tool to test developers for hiring. It is the best technical interview platform, allowing employers to make evidence-based hiring decisions with its help. You can hire top coders from around the globe.
Pros of the Codility Tool:
- Candidates can practice and evaluate their coding skills
- Lessons and challenges help candidates in their preparation
- The assessment summary helps to focus on weak areas
- You can design a set of coding challenges
Cons of the Codility Tool:
- There are no anti-cheating measures like video monitoring and image proctoring in the tool.
- Users can copy and paste solutions
- There is no debug pane, making it difficult to conduct tests
These are some of the pros and cons of the Codility tool for talent assessment. They will help you decide if it is good for your company or not.
Yogesh Kumar, Digital Marketing Manager, Technource
There are several out there, and they all have their pluses and minuses. Predictive Index gives you data on how a person behaves in the workplace. The most important thing you want to know about an employee is their strengths coupled with the areas they need to stretch in order to get things done. When you have this kind of data, it allows an employer to put the right people in the right positions in order to succeed.
Michele Delgado, CEO, Hartmetrics
There’s no better way to see how a person fits into a role than to have them perform it. Job trials offer employers the ability to get a glimpse of what a candidate’s potential looks like when it’s put into practice. Job trials usually last just a short period of time and are paid at an agreed rate. During this time, employers and candidates can actively assess whether or not the role is one that fits both sides well.
If the person is an ideal fit and is agreeable to the work, they can move on to a permanent hiring. If not, the company and the candidate can move onto different options amicably, knowing that a fair chance has been given to the candidate and things simply didn’t work out.
This method can be a bit more tedious, especially for companies looking to hire quickly, but it is easily one of the fairest and most comprehensive ways for both sides of hiring to understand if the role fits them.
Max Ade, CEO, Pickleheads
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