There’s an emerging trend in healthcare recruitment: Asking applicants to complete scientific assessment.
Assessments can include online tests, web-based questionnaires and even old-fashioned paper and pencil tests. The number of assessments, the format and the time it takes to complete them varies, depending upon the level of job sought or the step in the hiring process. For example, an assessment tool may be used to reduce the number of candidates or as a tiebreaker between two final candidates.
Why companies are screening candidates this way
Healthcare companies are facing tough economic challenges and HR departments are being told to improve the “quality of hire” to reduce turnover, which is costly. Assessments are popping up throughout the hiring process and, in some extreme cases, the applicant is asked to complete it before ever being invited for a phone interview.
According to Mollie Lombardi, vice president and principal analyst, Human Capital Management for the Aberdeen Group, the results were clear in their December 2012 study, Managing Human Capital in Healthcare. The study showed that:
- 73 percent of healthcare organizations use assessments as part of their talent management strategy in order to help them evaluate the skills and capabilities of both candidates and the current workforce so they can better understand the gaps between current workforce supply and future organizational demand.
- 52 percent of these organizations indicated that they use healthcare-specific assessments for either hiring or ongoing performance management and development, while the rest use cross-industry assessment tools.
What can new graduates expect?
Since the economic downturn, HR departments have been flooded with applicants seeking their first job. Mike Stuart, CEO of Scottsdale, Ariz.-based Predictive Group says, “Companies have many openings, and lots of recent college grads who are applying absolutely do not match the job description. So if companies add an extra step and select and train using assessments, they can predict whether the applicant will be average or above, whether they’ll like the work, engage and stay.”
What can an experienced applicant expect?
With healthcare consolidations, mergers and delayering in organizations, experienced workers are also being asked to take assessments as they vie for leadership roles. With fewer jobs available, there is a hard choice to make among a large, talented and experienced pool of leaders. Candidates are being asked to participate in a series of assessments including 360-degree processes, where their peers, subordinates, bosses and customers rate their effectiveness across a number of dimensions. Companies also use simulation centers, personality tests and leadership readiness assessments in an effort to select the best leader.
How can you prepare?
Unfortunately, there’s no way to study or prepare for an assessment. But, there are a few things you can do to improve your chances of doing well. In all cases, read the instructions thoroughly and do the practice problems before you start. If the assessment is a “personality type test” you should be honest and consistent in your answers so that the results reflect you. If the assessment is “skills based” ensure that you are in a quiet and distraction-free area where you can fully concentrate. And, as hard as it is, try to not to stress about the test. The right job is the one where you are the right fit.
© Health Callings, Dice Holdings Inc., 2013
