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Secrets from top-talent organisations to help you develop a competitive edge when hiring

Attracting top talent and hiring the right employees are constant challenges - especially for small and midsize businesses (SMBs) with fewer resources

It’s easy to look at perennial “best places to work” winners, like Google and Facebook in Glassdoor’s 2017 Top 10, and think, “Sure, when you offer top salaries and perks like on-site massages and free gourmet food, there’s no problem hiring the best!” Attracting top talent and hiring the right employees are constant challenges – especially for small and midsize businesses (SMBs) with fewer resources, however massages and gourmet food aren’t always the deal-breakers for recruiting great talent.

Writing for online publication Inc.com, Terri Welch and Aoife Gorey share how some top-talent organisations go about hiring:

  1. It’s all about candidate fit

Salary and benefits are obviously important in attracting top talent, but they’re no guarantee that a new hire will succeed. Much more critical is the structured approach an organisation takes to establish the best possible “fit”–between a candidate’s strengths, needs, and wants and the particular skills, talents, and approach to work that the job and culture require. Incorporating the use of proven, validated assessment tools at the start of the process is one important way that any business–large or small–can hire smarter, create unique competitive advantages, and become great places to work.

  1. Go beyond the CV when selecting the right candidate for the job

The ‘human’ element is always a strong focus when hiring new employees.  In the past, companies used to make crucial hiring decisions based exclusively on the quality of a CV and interview–on impressions versus data. Today, leading companies are using a variety of data-driven tools and techniques, such as selection assessments, to get a more accurate read on potential new hires.

According to The Aberdeen Group, businesses using assessment data in recruitment and hiring are 36 percent more likely than others to be satisfied with their new hires. And pre-hire assessments, specifically, can have a major impact on time and cost per hire, hiring manager satisfaction, employee retention, performance, and engagement.

  1. Hire simple, human, and smart

Establish job fit. Selection assessments help uncover an individual’s approach to workplace situations by measuring thinking style, behaviours, and interests–three key areas that research confirms are the most important criteria for making the best fit, but which are difficult to discover using conventional hiring strategies. Comparing those assessment results with top performer data then simplifies the task of identifying an individual’s strengths and challenge areas to quickly zero in on interviewing and hiring the ideal candidate.

Results from a validated selection assessment will be invaluable when used as a guide during the interview phase. PXT Select™, for example, automatically generates intuitive interview questions and dynamic “what to listen for” suggestions customised to gain a deeper understanding of a candidate and their potential fit for a job.

Choose a validated assessment tool with added features that support the continuing development of every new hire–because job fit is important at every stage of the employee lifecycle. PXT Select’s suite of nine reports provide unique insight into an employee’s onboarding, coaching, and development needs that can be seamlessly incorporated into an organization’s overall talent management strategy.

“Organizations that integrate selection assessments, like PXT Select, into their hiring process add the critical “human element” that more accurately predicts job success than anything else,” according to John Caspole, CEO at Assessment Specialists. “These assessment tools should be the foundation of every business’s successful hiring practice.”

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