English 
Vietnamese However, with an increase in the number of bad hires and early attrition rates, recruiters cannot rely solely on the flawed traditional hiring approach. The incompetence of bad hires can cost an organisation in many different ways. One of the greatest threats is the desire or immediate need to fill the employment position.
Learn more: Effective recruitment, how to do it right?
It all comes down to putting the right people in the right positions. However, this is easier said than done. HR departments and recruiters need a more systematic and scientific-based solution to mitigate the issues and confidently make more informed hiring decisions.
That is where pre-employment assessments come in. Here are 12 different types of assessments to help businesses streamline their recruitment processes and increase the quality of hire.
Read part 1 of this series here.
7. High-potential identification
Undoubtedly, the development of each individual is among the top priorities and concerns for every HR professional, as employees are the main driving force of organisational growth.
With the need to continuously evolve in an era of rapid change and limited resources, organisations are looking internally to unlock more high-potential employees (HiPos) through accurate identification using adequate pre-employment cognitive assessments.
Effectively identifying HiPos coupled with properly developing their cognitive abilities and exceptional aptitudes is the ideal recipe to increase their success today and into the future.
Infographic: [Infographic] 12 Characteristics of High Potential Employees
8. Learning agility
Due to the business environment's turbulence and rapid change, today's organisations have become increasingly complex and dynamic. As a result, learning agility or mental agility has emerged as one of the most sought-after skills for potential recruits and existing employees.
A learning agile workforce can result in:
- Improved employee productivity
- Increased high potential
- A future-ready workforce
- Higher overall productivity and profitability
Read more: Effective Job Interview Tips: How Microsoft Does It
9. Digital readiness
A common misconception is that a digital transformation is only limited to upgrading IT infrastructure and implementing the internet of things. Still, for businesses to champion the future of work, every part of a business must be ready for this change, from processes to strategy to building blocks to the workforce.
This goal can be achieved by measuring one's digital readiness. Being digitally ready means employees and organisations can embrace digitised workflows by leveraging software and technology to streamline business operations and better serve customers.
10. Language proficiency assessment
English language proficiency assessments have become more common and important, especially during hiring. They measure a candidate's competency in four key aspects: fluency, pronunciation, grammar, and listening.
Certain positions, jobs, and professions require English or other languages proficiency to ensure success. Even though they might only use the language occasionally, professionals are expected to communicate clearly in English.
However, the proficiency level requirements may differ depending on the company or the position.
11. Background check
Employers typically obtain information about potential hires through background and reference checks with third-party sources. A job applicant may be disqualified for a position if they have a criminal record, moving violations, poor credit history, or have made false statements about their education or employment history.
A reference check is typically carried out to verify previous employment and learn more about an applicant's expertise, including their skills, abilities, and character. This involves contacting former employers, supervisors, coworkers, and educators.
Read more: Social Media Recruiting: The New Era of Attracting Top Talent
12. Drug test
According to the substance abuse and mental health services administration data, drug users are three times more likely to miss work than non-users. Moreover, they are four times more likely to make mistakes and become injured.
Pre-employment drug tests can help companies determine whether job candidates are under the influence of or taking advantage of illegal substances and medications.
Pre-employment drug tests can help reduce the possibility of drug misuse and ensure safety in the workplace.
Though traditional interviews are proven to be flawed. This is not to say companies should abandon interviews altogether. The challenge lies in establishing a structured process that leaves no room for bias.
Companies can utilise one or a combination of different pre-hire assessments and recruitment techniques, not overlooking the candidate experience since it can make or break the employer brand.
All assessments mentioned in this blog series are already available on the market. There are more available to help you speed up your recruitment, increase the quality of hires, and retain the most suitable talents.
TRG International is proud to partner with Great People Inside (GPI), a cloud-based platform scientifically developed to bring you a series of assessments for every one of your talent management needs, specifically "Job Fit" solutions to aid your concern of "placing the right people in the right jobs."
Request a demo and take advantage of the GPI library of standard assessments and survey templates today!
