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HOW ORGANIZATIONS USE ASSESSMENTS TO IMPROVE THE BUSINESSAssessments are a valuable tool during and after the hiring process. During pre-hire, organizations most often use them to improve quality of hire, and post-hire they are most often used for skill and knowledge development, according to Brandon Hall Group’s 2018 Assessment Practices Study. Technology is a major factor in successful use of assessments, with the majority of users saying it helps increase business metrics, including quality of hire and employee retention.

TOP 5 REASONS FOR USING PRE-HIRE ASSESSMENTS*

TOP 5 REASONS FOR USING EMPLOYEE ASSESSMENTS*

USE OF ASSESSMENT TECHNOLOGY*

MOST IMPORTANT FEATURES WHEN SELECTING ASSESSMENT TECHNOLOGY*

MOST IMPORTANT METRICS FOR ROI FROM PRE-HIRE ASSESSMENTS*

50% 40% 39%

Improve quality of hire

Skill and knowledge

development

Understand work

style/personality

Improve employee engagement/ understand engagement

drivers

Improve team performance

Identify critical skills

Identify high-potential

talent

Identify qualified candidates, in terms of knowledge, skills,

competencies

To identify candidates that fit the organizational

culture

To understand work style or personality

insights

To predict job performance

78%

54% 44% 42% 40% 40% 38%

62%

*Among current users of pre-hire assessments.

*Among current users of post-hire assessments.

*Among users of pre-hire and/orpost-hire assessments.

*Among all current and prospective usersof pre and/or post-hire assessments.

*Among organizations that use pre-hireassessments and measure ROI

*Among organizations that use post-hireassessments and measure ROI.

Improved quality of hire

Improved new-hire retention rate

Improved time-to-proficiency

Improve hiring manager satisfaction

Increased new-hire engagement

78%

55%

42%

30%

29%

MOST IMPORTANT METRICS FOR ROI FROM EMPLOYEE ASSESSMENTS*

Organizational performance

Increase in employee engagement

Goal attainment for employee performance

Reduction in employee turnover

Number of successors in place

63%

61%

56%

48%

22%

59%

41%

Overall

High-Performance

Organizations

62%

48% 41%

52% 59%

67%

38% 33%

LargeOrganizations

SmallOrganizations

Mid-SizeOrganizations

60% 47% 44% 40% 39% 38%

Analytics/dashboards

Candidate/user experience

Competencymodels

Breadth of assessments

available

Length of time needed to take

assessments

Assessment portal

MOST IMPORTANT COMPETENCIES WHEN SELECTING AN ASSESSMENT PROVIDER*

*Among current and prospective users ofpre and/or post-hire assessments.

58%

76%62% 59% 59% 55%

49% 44% 41% 38%

Analytics/metrics

Predictive accuracy with

results

Quality of hire(includes skills and organizational fit)

Overall Large Organizations

Small, Mid-Size Organizations

High-Performance Organizations1

Customer satisfaction

Employeeretention

Productivity Employeeengagment

Customization of assessments

Competency models

Alignment of content with job

role (validity)

ORGANIZATIONS WITH INCREASE IN THESE BUSINESS METRICS SINCE TECHNOLOGY IMPLEMENTATION*

ORGANIZATIONS THAT PLAN TO INCREASE SPENDING ON ASSESSMENTS IN NEXT FISCAL YEAR*

*Among current users of pre and/or post-hire assessmenttechnology solution; excludes not sure responses.

*Among current andprospective users of pre

and/or post-hire assessments.

1High-performance organizations report increases in year-over-year key performance indicators, including revenue, market penetration, employee engagement and retention, and customer satisfaction and retention.

30% 44% 25% 33%

©2018 Brandon Hall Group. Licensed for Distribution by Questionmark. Source: 2018 Brandon Hall Group Assessment Practices Study (n=301)

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