Enable Skills-Based Hiring with Pearson TalentLens Role Assessments
Enabling skills-based hiring with our latest online tool based on data insights.
Building a talented and qualified workforce is important for the future of your organisation. But how can you balance time to source, qualify candidates’ soft skills, and determine who is fit to advance to the interview stage? There are four areas to consider in your recruitment process:
- Predict: Will candidates perform in the job now and in the future?
- Develop: How can we develop skill sets to future-proof our workforce?
- Evaluate: Will they make good decisions?
- Identify: Will they fit with the values of our organisation?
Currently, 26% of new hires leave a job within one year of employment (SHRM), putting pressure on HR professionals to make the right hires. Talent acquisition decisions are being scrutinized more than ever, and with 75% of companies admitting to hiring the wrong person (SHRM), there is a significant cost impact.
An increasing number of organisations (around 76% of employers) are using some skills-based hiring and empowering teams to source and select top talent. The process places an emphasis on key competencies and skills as opposed to a more traditional focus on qualifications or work experience; a future-first approach.
Research has shown that skills-based organisations are 107% more likely to place talent effectively - because candidates are selected based on their actual skills and potential to upskill rather than credentials alone. The process improves the quality of hires by surfacing those who are most likely to succeed within the company. A skills-based approach to hiring also enables companies to reduce hiring biases, remove barriers to employment and improve the outcome and retention prospects for new hires.
How to enable skills-based hiring
To enable skills-based hiring, organisations need to be able to create a recruitment process which focuses on the candidate profile and can provide objective data-driven insights into their abilities, personality and potential to perform. This can all be achieved with our online recruitment platform - Pearson TalentLens Role Assessments.
Introducing Role Assessments - an online tool that uses data insights to empower recruiters to make informed decisions about a pool of candidates. Built on the backbone of Pearson’s talent assessment library, recruiters gain access to a customised battery of assessments, based on your job role, that measure: personality, skills, abilities, potential and motivation.
Automatically scored, our bias-free assessments will instantly provide a granular view of each candidates’ abilities and how they rank against other applicants who are being considered for the same position.
Whether you want to screen applicants or help your current employees reach their full potential, Role Assessments can support your broader selection and development goals.
How does Role Assessments work?
- Your recruitment team enters a job title, seniority level, and any extra domains or areas of focus important to your organisation.
- Role Assessments analyses your needs, matches them with a global job database and pulls from Pearson’s assessment library a multifaceted yet concise custom assessment.
- All applicants take the assessment and receive a fit-to-role score and are compared to each other.
- Your recruitment team can now make data-driven decisions on who to advance in the hiring process. They can even drill down into the results of individual parts for a more detailed analysis of candidates.
Why use Role Assessments?
Whether you're a recruiter, hiring manager, or Occupational Psychologist, Role Assessments can help your organization improve talent decisions:
- Recruiters: pursue a deeper pool of candidates with the same amount of time and effort. Rather than advancing the top three or four candidates based on their resumes or quick screening calls, recruiters can send out assessments widely. Plus, with automated scoring of Pearson’s assessments and easy-to-use results, recruiters can quickly and effectively make informed decisions about each candidate.
- Hiring Managers: cast a wider net so that only the most qualified candidates reach the interview stage. The expanded reach ensures that good candidates are not getting unnecessarily screened out in early parts of the recruitment process. And with the data-driven results from the role-specific assessment, hiring manager can be confident that every candidate that moves to the next phase of the hiring process has real potential.
- HR Leaders: create a standardised recruitment process that eliminates bias and drives candidates' confidence in your hiring process. Driving candidate engagement reduces the risk of candidates dropping out of the process and becoming disengaged. All of which helps to reduce the cost and time-cost of making a bad hire.
- Occupational Psychologists: with access to Pearson TalentLens’ assessment catalogue, you can be confident that results are scientifically reliable and based on normative values you can trust. The insights ensure effective and objective decision-making on which to base recruitment decisions and future talent development plans.
The benefits of using Role Assessments
- Saves time: As a screening tool for positions that receive a high number of resumes or applications, Role Assessments allows organisations to move the top candidates forward quickly and accurately.
- Find top talent: Instead of sifting through many resumes, Recruiters can cast a wider net by providing concise, role-specific assessments to a larger number of applicants, and ensure great candidates are not being missed by an ineffective manual resume screening process
- Targeted: Role-specific assessments with multiple cognitive ability and personality measures will provide an understanding of strengths and weaknesses as they relate to the position to help differentiate top candidates.
- Informed results: Results can be used to inform and focus interview questions for more meaningful pre-hire conversations.
- Better Onboarding: As part of the onboarding process, the successful candidates can be provided developmental reports to better understand themselves, ways to leverage strengths, and areas for development. Managers can also receive the reports to create targeted onboarding plans.
- Work style match: Candidates can respond to any number of postings to start their journey with your organisation. They are given an initial personality assessment to better understand their workstyles and which of the open positions they are best suited to succeed in.
- Ability by role: For each position, the most relevant and insightful ability tests are then administered to evaluate their potential to succeed in the role. Attracting a wider pool of candidates and then guiding them to the roles they are suited for to ensure higher performance and employee retention.
Role Assessments Library
- Cognitive Ability: Systematically measure a candidate’s ability to make good decisions with limited time and information, judgement, problem solving, creativity and more.
- Personality: Identify a person’s value system to reliably predict motivators, behavior and adaptation to a role or organisational culture and reduce turnover.
- Language Proficiency: Effective use of all workplace competencies begins with excellent communication skills. Use scientific, reliable, and accurate methods to assess them.
Ready to use data-driven insights?
Contact our team for a demonstration of our talent assessment platform.