Data-Led Assessments: Going Beyond Resume Screening

The dynamic job market has changed the way recruiters can hire a skilled workforce. Relying solely on a candidate’s resume is just not enough. Resumes can be far-fetched and sometimes conceal the reality of a candidate.  We live in times where technology has made in-roads in various aspects of our life both in the personal and professional sphere. Data-led tech assessments are the need of the hour. They go beyond resume screening to uncover the candidate’s full potential.

Today, from resume selection to screening and shortlisting candidates, technology has flipped the way recruiters engage in recruitment processes. To build a workforce 2.0, companies need to leverage cutting-edge assessment tools and use innovative ways to attract top talent in less time.

Let’s dive deep into why relying solely on resumes is not enough in today’s digitally connected world.

The Limitations of Resume Screening

In fast-paced competitive environments, resumes are not enough to understand their full potential. Resumes can only uncover a candidate's past experiences. To build a future-ready workforce, companies need to go beyond their past experiences and assess their potential for the future. Here are some of the limitations of relying solely on resumes:

Lack of Context

A resume limits the information and context regarding a candidate's achievement. It doesn’t talk about the teamwork, resources, and support to achieve the milestones mentioned in the resumes.

Overemphasis on Technical Skills

The most highlighted part of the resume is technical skills. Most of the time, candidates lack skills like communication, problem-solving, and adaptability, which are also crucial for future success.

Bias and Misrepresentation

Do you know that 70% of workers lie on resumes? Candidates exaggerate their success on paper. Sometimes, hiring managers subconsciously get influenced by the biases(cognitive bias, confirmation bias and similarity attraction bias) which leads to unfair selection.

Inability to Predict Future Performance

Resumes don’t reveal a candidates' ability to grow in new challenges. Every organisation is different and resumes don’t provide insights into a candidate's potential to fit in well in the organisation’s culture.

Ready to dodge all the limitations in the recruitment process with technology-led assessments?

The Power of Domain and Behavior Assessments

Leverage the power of domain and behavior assessments to overcome the above-mentioned limitations. Domain and behavior-based assessments provide scientific and accurate analysis of a candidate’s skills and potential.

Let’s dive in to know how.

Behavioral assessments

Navigate the complexities to hire candidates with the best cognitive abilities, personality traits, and emotional intelligence. These assessments empower the recruiter with insights into how a candidate thinks, behaves, and interacts.

-Objective Measurement

These new-age behavioral assessments help recruiters objectively measure the capabilities of a candidate. Without any biases, you can assess thinking style, willingness to learn, leadership capabilities, generic personality, and sales situational personality.

-Predictive of Job Performance:

Emotional intelligence is a strong indicator of job performance. Measure the leadership ability, teamwork strategies, and empathetic behavior to achieve successful recruitment.

Domain Assessments

Get domain assessments designed by experts and assess candidates. The assessments are also data-led to ensure that candidates are up-to-date with disruptive technologies.

-Alignment with Job Requirements

Domain assessments are tailored to measure the skills based on coding, technology software, etc. An intelligent assessment platform with an auto evaluation feature can align assessment with job requirements and allow you to hire the most skilled candidate.

-All-in-One Assessment

These assessments can be used pre-recruitment, post-recruitment training, and talent development. Anytime, anywhere assessments have made it easy to analyze candidates at every phase of employment

Real-World Examples and Success Stories

Many organizations have leveraged the domain and behavioral assessment to improve their hiring processes and measured results in employee acquisition and performance.

Here are a few examples:

Case Study 1: Improving Customer Experience and Sales

A big retail company incorporated domain assessment to hire sales professionals. Using the assessment, recruiters were able to assess sales skills such as cross-selling, client engagement, and critical thinking, as well as other sales personalities and competencies. It eventually helped them to improve customer experience and achieve sales targets.

Case Study 2: Building a Diverse Workforce

A tech company wanted to hire a diverse workforce that excels in different skills such as domain knowledge, communication, behavior, etc. They opted for a combination of a domain and behavioral assessment. The combination helped them to identify candidates with all these skills. It resulted in delivering better results and fostering innovation.

How to Implement Advanced Assessments in Your Hiring Process?

Here are steps to leverage domain and behavioral assessments for the organizations.

Define Key Skills:

To select the right assessment, you should be clear on the skills and competencies that are required for the hiring role.

Select Data-led assessments:

Go for the assessments that are data-backed and scientifically validated. At MeritTrac, we offer cutting-edge assessments that are tested and provide accurate results.