10 tips to help you make the most of your

recruitment data

1. Use assessment data to inform and structure interviews

Information from Wave and other questionnaires can highlight any areas of strength that interviewers should verify and those areas of concern that need to be probed further.

In addition, any differences between expressed talents and motives should be discussed and related to job requirements.

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Structured interview guides provide consistency for hiring managers and

access to the power of psychometrics without lengthy training programs.

2. Create early engagement

Modern, well-designed, work-relevant and up-to-date assessments will effectively leverage your brand to create early engagement with your organisation.

High-quality bespoke assessment reports will engage recruiting managers and allow them to assess candidates using the language of your organisation.

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3. Establish validity for assessment in your organisation

Consider validating the assessments if you are using them on moderate or large volumes (200+).

Correlations between the assessment data and ratings of performance and potential will tell you what works best, and how to make the most of your assessment data.

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4. Audit your talent

Assess the calibre of both your candidates and recruits in terms of the assessment data. Look to see how much the calibre has shifted.

This can lead to a more informed view of the impact of the assessment, return on investment, and help to justify the cost of any assessments.

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5. Make volume screening more efficient

Save recruiters time by working with your assessment provider to design a fit-score and create a merit list based on the key aptitudes, behaviours and/or values required for performance in a particular role.

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6. Make the most of your talent pool

Multiple fit-scores for each role can be designed to stream candidates who have applied for one role into other roles they are better suited to.

This can be a particularly effective strategy for increasing the number of candidates in roles where there are fewer applications.

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7. Use early stage data to enhance final selection stages

Use data collected online to tailor the later stages of selection such as interviews or assessment centres.

If online aptitude assessments have been used at early selection stages, check a candidate’s ability prior to hire with a supervised test.

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8. Tailor which aspects of the assessments you use to your level of hire

Carry out rich and in-depth assessment for high-level key roles that utilise motives and talents, and trained expert assessors.

For other roles, a focus on aptitude, strengths and culture fit can be achieved online prior to structured interview by recruiting line managers.

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9. Shape onboarding discussions

Share appropriate data with line managers and new recruits to help them understand how best to capitalise on their individual strengths, as well as making them aware of their potential limitations.

Predicted environment and culture fit reports from Wave Styles and Strengths give the new hire and their new line managers a common language to discuss areas of strength.

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10. Consider team roles and fit

People have to fit in with other people as well as job roles.

If new hires are working together, help them understand themselves (and each other) better from the start by using the assessment data to look at their team roles.

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Find out more at:

@savilleconsult