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With new job trends emerging on the industrial-scene such as gig economy, India is likely to top the global attrition rate list with the possibility of one in four individuals switching jobs, according to the survey conducted by Hay Group, a global human resource and management consultancy. It is evident that one of the biggest challenges facing recruiters next to finding the right talent is to engage and retain them. So, what misses the eye of recruiters while finding the best-fit talent? What are the possible loopholes in the traditional hiring methods that lead to a high job turnover?
Possible motivations for new-hires to quit early:
Companies often witness their new recruits going through one or more of these challenges soon after joining. Traditional screening methods lack the scale and standard required to meet today’s complex talent demand. While testing specific technical and hard skills is quite straight-forward, testing less tangible mix of skills and attributes is tougher. This is where experiential assessment comes to the rescue of recruiters for hiring across industries and varied job profiles. From experiential interviews to other assessment tools such as experiential assessments using Authess, equip hiring managers to measure competency for diverse roles.
Here are three prominent ways in which experiential assessment make hiring more effective.
In an industrial epoch when data is clearly driving recruitment decisions of organizations, authentic assessments are emerging as the need of the hour. Global industry leaders that are also considered to be the most successful employers such as Apple, Google, Amazon and Microsoft rely heavily on such scientific recruitment models. Clearly, experiential assessments are the solution for organizations seeking the dual advantage of hiring top-rated talent in the industry while making them stick.
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