Recruiting new talent to your company is one of the most expensive aspects of keeping your business successful and growing. Not only does recruitment require an extensive amount of research and time spent digging through resumes and conducting interviews, but what’s really difficult to tell from a resume and even an interview is whether their attitude and behavior fits the profile and the culture.

Gaps in knowledge or experience can be overcome with training and learning by doing, but gaps in attitude and behavior often leads to disappointments at both sides. Not to mention our personal opinions that each and everyone is inserting into the process. As a consequence, your fresh talents fit the profile of the hiring manager but maybe not the profile the company really needs or, even worse, they end up leaving often within the first year. And when they do your company’s productivity and culture takes a major hit again: you have to go through the trouble and expenses of finding new talent all over again.

How do you avoid this potentially never-ending cycle of hiring and re-hiring for the same position or for new positions? Stop wheeling people in and out and start applying data-driven science to this process. Here’s how you can do that.

Smart, successful businesses are leveraging the power of assessment testing as a pre-screening tool during the recruitment process. A long-term relationship starts at the first encounter, so best to make the most of that.

Using assessment technology both as a pre-screening process as well as a way to enhance interviews, companies are dramatically reducing the amount of time they spend hoping to find the right employee. Backed by data generated by specific requirements inputted into assessments, management has the ability to much more accurately assess how employees qualify for the position. And, using these types of assessments to pre-screen talent helps HR to find individuals that are not only “most eligible” for the job but “most suitable” too, which means they match “on paper” and “in-person”.

Once potential employees are pre-screened, assessments can be used again during the interview process to help hiring teams hone in on the aspects that are most important for that specific position. This focus during the interview can help pinpoint both issues and advantages with each candidate, giving management insight into behavioral factors that can take months, even years, to traditionally identify or may even go unnoticed.

When implemented strategically during the interview and hiring process, assessments actually enhance the experience for the talent as well, giving them a higher level of satisfaction and, if hired, a more enthusiastic beginning with your company.

Click here for more tips about how to recruit more efficiently in 2018.