NEW YORK, September 21, 2016 /PRNewswire/ --
The need to fairly and objectively identify high quality candidates from a diverse applicant pool - and avoid the cost of making a bad hire - is driving more organizations to introduce psychometric assessment, according to new research study by cut-e, the international assessment specialist.
The United States Assessment Barometer highlights that 54% of US organizations are now using assessment tests to select, onboard and develop their staff.
"With a wealth of talent available, many US employers are receiving more applications for their open positions," said Marinus van Driel, Director of Professional Services for cut-e US. "Employers want high quality assessments, underpinned by scientific research, to help them make quick selection decisions and remove unconscious bias from their recruitment processes. They also want to provide an engaging candidate experience and guard against litigation."
Assessments are increasingly used to recruit blue-collar workers, white-collar workers, graduates, junior managers and senior managers. The use of assessment for development, to optimize the return on investment from training, is also a growing trend.
"There has been a marked growth in the use of assessment centers and development centers," said Marinus van Driel. "Ability tests, personality questionnaires and values and motivation tests are all widely used. New tests - such as situational judgment questionnaires and realistic job previews - are growing in popularity, as employers increasingly want to educate potential applicants about the role and the organization, before they apply."
66% of US assessment users are now integrating their assessment data with their recruitment or information systems to obtain 'talent analytics' that can improve retention, drive sales and further enhance their productivity.
Value for money and evidence of success, in the form of validation study data, are the most important factors when choosing an assessment partner. "In larger organizations, the ability to deliver mobile assessment on tablets and smartphones is greatly valued," said Marinus van Driel. "Multinational clients want to be sure that their supplier can support high volumes of data. They also want guarantees about data protection and data security."
For a free copy of The United States Assessment Barometer please visit: http://www.assessment-barometer.com
Experts from cut-e (pronounced 'cute') will be available to discuss all aspects of assessment on Booth 1459 at the forthcoming HR Technology Conference & Expo in Chicago (October 4-7, 2016).