{"id":946,"date":"2019-09-17T10:51:45","date_gmt":"2019-09-17T14:51:45","guid":{"rendered":"http:\/\/blogs.darden.virginia.edu\/careercorner\/?p=946"},"modified":"2021-08-27T18:27:50","modified_gmt":"2021-08-27T22:27:50","slug":"will-predictive-analytics-help-you-get-hired","status":"publish","type":"post","link":"https:\/\/blogs.darden.virginia.edu\/careercorner\/2019\/09\/17\/will-predictive-analytics-help-you-get-hired\/","title":{"rendered":"Will Predictive Analytics Help You Get Hired?"},"content":{"rendered":"

Management job seekers at every level are facing increasingly complex hiring processes that often include assessment tests. Darden Alumni Career Services uncovers what these tests are all about.<\/em><\/p>\n

H<\/span>uman resources departments are getting in on the game of predictive analytics \u2014 that is, using data to predict trends and behaviors. One area of note for job seekers is the use of pre-employment assessments.<\/p>\n

There are many traditional ways for companies to evaluate a candidate\u2019s competencies and experiences, from the initial screening interview (usually routine questions over the phone) to in-depth behavioral interviews (usually face-to-face interviews conducted by managers or selection panels) as well as different kinds of case-scenario interviews.<\/p>\n

Now, candidates are frequently finding an unwelcome surprise in the hiring process: the requirement to complete an assessment test.<\/p>\n

Many organizations are using an assessment to go beyond traditional interview techniques to evaluate executive and middle management personality traits, leadership styles and motivational drivers. The intention is clear: More data about a candidate can potentially help the hiring company find the best-fit candidate on a wider range of criteria, including culture, teamwork, versatility and other complex hiring principles.<\/p>\n

These tests are self-report survey instruments specifically designed to predict a potential hire\u2019s ability to perform, lead and stick with the job. There are three main types of preselection assessments used by employers:<\/p>\n

    \n
  1. Personality<\/strong> \u2014 profiles behavioral traits and characteristics<\/li>\n
  2. Aptitude<\/strong> \u2014 measures critical thinking, problem solving, attention to detail and other capacities of learning<\/li>\n
  3. Cognitive\/skills<\/strong> \u2014 gauges what you already know, such as math or verbal ability or a specific knowledge test such as a particular computer skill<\/li>\n<\/ol>\n

    There are myriad assessments and vendors on the market; too many to profile here.<\/p>\n

    There is also little data about which are most prevalent amongst corporate employers. SHRM (The Society of Human Resources) reported<\/a> \u201cthousands\u201d of assessments available to companies in this fast-growing, $500-million-a-year industry, and that 22 percent of surveyed organizations were using a personality assessment in the hiring process.<\/p>\n

    As we coach Darden alumni, we\u2019re seeing a steady increase in the use of assessments in the hiring process at all levels. Recent examples include a 1997 graduate in the late stages of interviewing for a senior technical sales role who was required to take the Watson Glaser Critical Thinking Test and a 2014 graduate under consideration for a director role at a national association who had to complete the TTI Success Insights assessment midway through the hiring process.<\/p>\n

    Other common assessment vendors are Predictive Index, Hogan, Wonderlic and Caliper. You can get an idea of what the hiring company might consider looking at this Caliper sample candidate report<\/a>.<\/p>\n

    I spoke with a corporate recruiter who said they were piloting projects to include leadership assessments both for internal talent development and external recruitment because they believe the data will help them choose leaders with higher rates of assimilation and effectiveness and improve role retention. Crosby Baker (MBA \u201910), an executive search consultant<\/a>, also sees assessments playing a growing role in selection. He says, \u201cthe results are never a bright line for selection but are another data point to use for assessing a candidate and something that companies could also use for onboarding.\u201d<\/p>\n

    How to Prepare<\/strong><\/p>\n

    There\u2019s seemingly a contradiction. On the one hand, we advise thorough and intentional preparation for all the typical interviews. On the other hand, when facing an assessment test, we tell candidates that there\u2019s nothing specific you can prepare for. If you know the specific instrument you\u2019ll take, you can do some basic research to become familiar with what to expect (for example, using a site like jobtestprep.com or 123test.com), but we don\u2019t recommend paying for practice tests, especially in case of personality profiles. Beware, there are many sites trying to sell unnecessary \u201ctest prep.\u201d<\/p>\n

    Here are some tips for navigating assessments as a candidate:<\/p>\n