For every business, the pressure is on to hire the right person the first time! But for small and medium enterprises (SMEs), that pressure is so much stronger. There’s not only the cost factor involved, but also the social factor of how much influence one person can have, especially in a SME.
…but using assessments will allow you to make a good decision faster. Using an automated recruitment assessment process as a filter at the beginning of the recruitment process can eliminate the need to read every resume received. Your minimum criteria regarding eligibility can be set with respect to qualifications, prior experience and training, so unsuitable candidates will not proceed to the next level. Instead of reading a large pile of resumes, you only have to consider the shortlist of those who ‘can do’ the position.
Part two of finding the ‘right’ person concerns their suitability to the job. Yes they are capable of doing it, but how will they fit with your organisation? Do they really enjoy the work they are doing? Will they want to do the job well? Today’s technology by way of assessments, can provide reliable data which measures an individual’s strengths, weaknesses and motivations as they relate to a specific job.
When looking for an assessment to use when making your talent decisions, see if the criteria is met with the following questions:
1. Is the assessment job-related?
2. Can the assessment be validated against job performance research?
3. Is the assessment easy to administer (or can you find someone to administer it for you if you are not inclined to do so yourself)?
4. Are the results easy to understand and interpret (for both you and your employee)?
In an organisation where staff numbers are small, there may not be an experienced interviewer or a person available with the knowledge to Identify that ‘right’ person. A good assessment program will also provide tools such as interview guides relevant to the position and selection criteria upon which decisions will be based.
How do you keep them for the long run? If the normal time frame for employee retention is two years, what can you do to avoid the same process again in the not too distant future? As with most businesses, turnover needs to be avoided in an SME as it can create a multitude of problems such as there not being ample staff to handle the workload left by the vacancy.
Again, a good employee assessment program such as Harrison Assessments will be able to identify what is important to your new employee – what engages them, what do they need for their long term development and how they will fit in with your business culture.
When all these benefits are measured, it’s easy to see the return on your initial investment on an employee assessment program. You have the ‘right’ person skill-wise and organisational culture-wise … and you can feel a bit more secure that it’s unlikely you will be repeating the process for that position any time soon!
"Wow, what can I say…. I found the Harrison reports to provide remarkable insights into your preferred behaviours and how you cope with stress. This is an invaluable tool for any business owner who wishes to maximise the use of their human capital, and I can highly recommend the use of Harrison Assessments reports with Susan's debrief. It simply works! 😊"
- Christopher Cachia, CEO and Principal, CCA Financial Planning
"Coaching with Ben gave me a great opportunity to reflect and explore strategies, tips, and tools to improve ways of working and to work through opportunities & challenges. I really valued the focused discussion on specific areas to support my growth and development. I highly recommend working with Ben."
- Manager, National NFP
"In a challenging role in a new organisation, coaching with Paula was the ideal time to reflect, problem-solve, brainstorm options and arm me with next steps in all areas - from staffing, internal politics and relationships to tackling key initiatives. The sessions were by video and face to face, both equally effective. Using video allowed for easy integration of sessions into my busy workdays without any hassle. Paula’s style of coaching quickly built trust so I felt safe being vulnerable, quickly getting to the heart of a number of issues and propelling me and my performance forward significantly!"
- Executive GM, People and Culture
"We used the Harrison Assessment tools followed by a debrief with Susan, for career development with staff, which then allowed us to work with Susan to create a customised 360 degree review process. Susan has a wealth of knowledge and is able to offer suggestions and solutions for our company. She is always ready to get involved and takes the time to show her clients the capability of Harrison Assessments. "
Jessica Hill - Head of People and Culture, Choice
"Balance at Work are the ideal external partners for us as they completely get what we are trying achieve in the People and Culture space. Their flexibility and responsiveness to our needs has seen the entire 360 approach being a complete success. The online tool and the follow up coaching sessions have been game changers for our business. The buzz in the organisation is outstanding. Love it! Thanks again for being such a great support crew on this key project."
Chris Bulmer - National GM Learning and Development, ISS Australia
"The leadership team at Insurance Advisernet engaged Susan from Balance at Work to run our leadership development survey and learning sessions. Susan was very professional in delivering the team and individual strengths and opportunities for growth. Susan's approach was very "non corporate" in style which was refreshing to see. I can't recommend Balance at Work more highly to lead employee and team development sessions."
Shaun Stanfield - Managing Director, Insurance Advisernet