THE BUSINESS VALUE OF PRE-HIRE ASSESSMENTS
THE BUSINESS VALUE OFPRE-HIRE ASSESSMENTSA comprehensive report showing the highcost of making poor hiring decisions
THE WORLD IS FACING A TALENTSHORTAGE, AND YOU ARE HIRINGTHE WRONG PEOPLEAccording to MRA’s 2016/2017 Pay Trends & Talent Strategies Survey, 83%of organizations report that the main reason it has been difficult to hire is alack of available candidates. Rounding out the top 3 answers are marketcompetition/high demand (53%) and a lack of technical skills (52%). Thecumulative impact of the inability to hire the right people has resulted inmore pressure on existing staff (89%) and less engaged employees (64%).With such a dearth of talent, choosing the right hires is more importantthan ever. And the task is becoming more daunting. Most organizationsspend countless hours sifting through resumes, looking for the perfectcandidate. It’s a gamble.As this report points out, resumes can’t tell you if a candidate is a perfectmatch for you. Worse, 46% of resumes contain some form of falseinformation. You need something better.Using the data in this document, you’ll be able to quantify the high costs ofchoosing the wrong candidates in every area of your organization. You willalso see the financial benefits a pre-hire assessment strategy will provide.
TABLE OF CONTENTSThe World is Facing a Talent Shortage . 1Companies are Hiring the Wrong People. Why? . 2The High Costs of a Bad Hire . 3Pre-hire Assessments Improve Hiring Success. 4eMaps: A Better Way to Hire . 5
THE WORLD IS FACING ATALENT SHORTAGE79% OF COMPANIES INDICATETHERE IS A SHORTAGE OFCRITICAL TALENT AVAILABLEIN THE LABOR POOL.Despite high unemployment numbers around the globe, according to arecent Aberdeen report, 79% of companies indicate there is a shortage ofcritical talent available in the labor pool.1A FULL 90% OFORGANIZATIONS DO NOTHAVE THE SKILLS THEY NEEDTO BE SUCCESSFULAnd, according to an IBM Tech Trends Report, a full 90% of organizationsdo not have the skills they need to be successful.2Page 1
COMPANIES ARE HIRING THEWRONG PEOPLE. WHY?CITE INSUFFICIENTTALENT INTELLIGENCEAccording to a CareerBuilder survey, companies are hiring the wrongemployees, despite a diminishing pool or talent. Employers cite insufficienttalent intelligence and the need to fill the job quickly as the reasons for badhiring decisions.3SAID THEY NEEDED TO FILLTHE JOB QUICKLYIn the CareerBuilder survey, 26% of employers said they weren’t sure whythey made a bad mistake, but they cited insufficient time to properly vetcandidates and a lack of sufficient talent intelligence as the top reasons.And when you consider 46% of resumes contain false information, yousimply need more – and better – data to hire the right candidate.Page 2
THE HIGH COSTS OF A BAD HIRENEARLY SEVEN IN TENBUSINESSES AREAFFECTED BY A BAD HIREEVERY YEAR 4Hiring mismatches result in high turnover, lower sales, poor customerservice, absenteeism, higher healthcare costs, workplace violence and theft– substantial costs to an organization's bottom line and reputation.IT CAN COST FIVETIMES THE ANNUALSALARY TO REPLACE ABAD HIRE 5According to the Society for Human Resources Management (SHRM), it cancost five times the annual salary to replace a bad hire. And a CareerBuildersurvey showed 25% of employers reported a bad hire cost them more than 50,000 USD.6Page 3
PRE-HIRE ASSESSMENTS IMPROVEHIRING SUCCESS – DRAMATICALLY29% LESS TURNOVER MEANSLESS CHURN AND BURDENON LONGER TERMEMPLOYEES AND MANAGERSMore than ever, companies are increasingly relying on new technology andprehire assessments to make educated hiring decisions and reduce thecosts of bad hires. Pre-hire assessments produce new hires who will beactively engaged and eager to perform. Bersin by Deloitte discovered prehire assessments increase employee competence time by 25%, reduceturnover by 29%, and yield 13% more top performers and 17% fewer poorperformers.725% FASTER CYCLE TIMEGETTING A NEW HIRE UPTO SPEEDPage 4
EMAPS: BETTER WAY TO HIREEMAPS USES AN INDUSTRY-LEADING 3-STEPPROCESSeMaps uses an industry-leading 3-step process to quickly and confidentlyidentify the right candidate: Skills and ability tests will identify what a candidate knows and can do. Personality instruments determine if the candidate will be a good fit. Structured interview tools make it easy for you to conduct your finalscreening with questions proven to identify the strengths andweaknesses of the candidate.eMaps is the #1 on-demand pre-hire assessment tool for enterprises,small businesses and startups. To learn more, visit:Visit eMapsPage 5
eMapsTry eMaps For Free!Start your trial today.Contact us at 800.488.4845orod@mranet.org! Copyright GreatBizTools LLC 2016, 12021 Wilshire Boulevard, Suite 200, Los Angeles, CA 90025, 800-928-9098. Produced in theUnited States of AmericaeMaps and the MRA logo are trademarks of MRA-The Management Association, registered in many jurisdictions worldwide. Otherproduct and service names might be trademarks of GreatBizTools or other companies. This document is current as of the initial dateof publication and may be changed by GreatBizTools at any time. Not all offerings are available in every country in which MRA orGreatBizTools operate.THE INFORMATION IN THIS DOCUMENT IS PROVIDED “AS IS” WITHOUT ANY WARRANTY, EXPRESS OR IMPLIED, INCLUDINGWITHOUT ANY WARRANTIES OF MERCHANTABILITY, FITNESS FOR A PARTICULAR PURPOSE AND ANY WARRANTY OR CONDITION OFNON-INFRINGEMENT. IBM products are warranted according to the terms and conditions of the agreements under which they areprovided.End Notes1Aberdeen Group, 2015: Zach Lahey, “Pre-hire Assessments: An Asset for HR in the Age of the CandidateThe 2012 IBM Tech Trends Report, Fast Track to the Future, IBM Center For Applied Insights, 20123CareerBuilder Survey - CareerBuilder, 2015: Jennifer Grasz4CareerBuilder Survey - CareerBuilder, 2015: Jennifer Grasz5CareerBuilder Survey - CareerBuilder, 2015: Jennifer Grasz6CareerBuilder Survey - CareerBuilder, 2015: Jennifer Grasz7Improving the Candidate Experience with Prehire Assessments: A Formula for Success, April 2014. Bersin By Deloitte2Page 6
In the CareerBuilder survey, 26% of employers said they weren’t sure why they made a bad mistake, but they cited insufficient time to properly vet candidates and a lack of sufficient talent intelligence as the top reasons. And when you consider 46% of resumes contain false information, you
May 02, 2018 · D. Program Evaluation ͟The organization has provided a description of the framework for how each program will be evaluated. The framework should include all the elements below: ͟The evaluation methods are cost-effective for the organization ͟Quantitative and qualitative data is being collected (at Basics tier, data collection must have begun)
Silat is a combative art of self-defense and survival rooted from Matay archipelago. It was traced at thé early of Langkasuka Kingdom (2nd century CE) till thé reign of Melaka (Malaysia) Sultanate era (13th century). Silat has now evolved to become part of social culture and tradition with thé appearance of a fine physical and spiritual .
On an exceptional basis, Member States may request UNESCO to provide thé candidates with access to thé platform so they can complète thé form by themselves. Thèse requests must be addressed to esd rize unesco. or by 15 A ril 2021 UNESCO will provide thé nomineewith accessto thé platform via their émail address.
̶The leading indicator of employee engagement is based on the quality of the relationship between employee and supervisor Empower your managers! ̶Help them understand the impact on the organization ̶Share important changes, plan options, tasks, and deadlines ̶Provide key messages and talking points ̶Prepare them to answer employee questions
Dr. Sunita Bharatwal** Dr. Pawan Garga*** Abstract Customer satisfaction is derived from thè functionalities and values, a product or Service can provide. The current study aims to segregate thè dimensions of ordine Service quality and gather insights on its impact on web shopping. The trends of purchases have
Chính Văn.- Còn đức Thế tôn thì tuệ giác cực kỳ trong sạch 8: hiện hành bất nhị 9, đạt đến vô tướng 10, đứng vào chỗ đứng của các đức Thế tôn 11, thể hiện tính bình đẳng của các Ngài, đến chỗ không còn chướng ngại 12, giáo pháp không thể khuynh đảo, tâm thức không bị cản trở, cái được
Le genou de Lucy. Odile Jacob. 1999. Coppens Y. Pré-textes. L’homme préhistorique en morceaux. Eds Odile Jacob. 2011. Costentin J., Delaveau P. Café, thé, chocolat, les bons effets sur le cerveau et pour le corps. Editions Odile Jacob. 2010. Crawford M., Marsh D. The driving force : food in human evolution and the future.
Le genou de Lucy. Odile Jacob. 1999. Coppens Y. Pré-textes. L’homme préhistorique en morceaux. Eds Odile Jacob. 2011. Costentin J., Delaveau P. Café, thé, chocolat, les bons effets sur le cerveau et pour le corps. Editions Odile Jacob. 2010. 3 Crawford M., Marsh D. The driving force : food in human evolution and the future.
