Benefits of Cases in Recruitment
The applications of cases and tests in recruitment processes are promising and increasingly applied tools in hiring processes. But why is that and what are the benefits of using these cases and skills tests?
Lately, more and more companies are acknowledging that traditional screening, such as unstructured interviews and personal referrals are biased, time-consuming and hopeless to predict a candidate’s job abilities and skills. Research has shown that men’s chances of being hired are twice as high as women’s chances of being hired for the same job. Furthermore, recruiters are spending at least 25% of their time on solely the screening process of applicants and top performers in complex positions are 150%-800% more productive than average candidates. Naturally, companies are looking to hire these top performers but with the current screening tools it is close to impossible.
Therefore, newer and more advanced screening tools are needed. Especially data science-driven algorithms to hire and screen job candidates are increasing significantly and are becoming the new screening tools that hiring managers tend to go for. Typically, these cases and tests aim to discover how a candidate would perform in a job position, which skills (both soft and hard skills) the candidate possesses as well as the personality behind the candidate.
There are several benefits of applying cases and tests in hiring processes, such as time-saving, increased efficiency, less bias, more diversity, the discovery of hidden talents, relevant candidate interviews, greater candidate experiences and the chance of finding the best applicant match. In the following section, these benefits will be explored in greater detail.
#1 – Spend less time and increase efficiency
Firstly, by using cases in recruitment processes, the person responsible for recruiting a candidate will be able to spend less time and increase his or her efficiency. Case recruitments allow management to focus only on the most relevant candidates for a job position. This cuts down recruitment time significantly as recruiters won’t have to spend time on going through an enormous talent pool where most candidates might not be suitable for the position. It also increases efficiency as it makes it easier to spot and identify the right candidates within a smaller pool of candidates. Especially if the company has set a minimum score or benchmarking for the case or test, it will be much easier to rule out the candidates that are not suitable for the position and instead focus on the ones that performed well in the case or test. The candidate will also receive automatic and constructive feedback on his/her performance in the screening process as it often matches culture, behaviour and competences.
#2 – Achieve less bias and more diversity
When applying tests and cases to recruitment processes, another benefit will be the decrease of bias in the decision making, which will lead to a higher diversity in the workforce. Objective tests and case screenings, such as skills assessment tests will provide accurate and evidence-based information on all candidates’ skills and hence give an objective and equal assessment of all candidates. These screenings are less biased than traditional screenings as the personal opinions will be removed from this part of the hiring process. This will most likely create more diversity in the company as the candidates that are actually most suitable for the job will be hired not depending on their culture, gender, age, religion, socio-economic status or other biased factors.
#3 – Find hidden talents in larger candidate pools
Another benefit of applying cases or skills tests to recruitment processes is the possibility to find hidden talents among the candidates. Unconventional candidates might show great potential in the test or case, which might not be uncovered during traditional screening if for instance they are removed from the candidate list due to their educational background or other. Furthermore, tests are the most accurate way to identify best performers among talent pools and many potential candidates might be more inclined to apply to organizations and companies that use these assessment tools as it is a show of unbiased recruitment practices.
#4 – Conduct relevant candidate interviews and great candidate experiences
Cases can be used as a guideline for the candidate interview and help the recruiters or hiring managers make the interview more structured and relevant. This will make it easier for the responsible decision makers to assess the candidates in an equal way. Furthermore, the cases can provide the candidate with insights into the position and job tasks and evaluate the candidate based on relevant criteria and practical abilities. By doing this, all candidates will have the same chance of proving their abilities and skills and the candidate might experience a shorter and more informative hiring process. This will consequently improve the candidate experience with the company.
#5 – Find the best match
A lot of insight into the candidates from cases and assessment tests can help hiring managers and recruiters find the best match for a given position. As recruiters are constantly looking to hire the best talent and match for a position, skills tests should be applied as these are better at predicting performance than resume screenings or interviews. When a company manages to match the right candidate to a job it will most likely lead to increased employee satisfaction, productivity and success.
Start with cases today
These are just some of the benefits of using cases in hiring processes and there are many more! Therefore, it is important that companies start considering to apply cases or assessment tests in the recruitment processes in order to attract and hire the best talent and become a better employer. There are many ways how to apply cases in hiring. Casefair offers companies to apply cases either as a screening tool or as an interview tool. You can read more about Casefair’s cases and request a free demo right here.