Employing technology to evaluate, prequalify and identify potential candidates so your team can focus on the most critical high-touch tasks
Better screening. Better talent.
Talent acquisition screen & selection process that reduces the risk of human bias while increasing a more qualified pipeline of candidates. Pre-hire assessments are proven predictors of job performance.
of employees engage in various forms of job skill testing.
assessments have been shown to predict new hire retention and success.
The cost of a bad hire can cost up to 5x the annual salary of that person.
On average, 56 hours per month are lost to manually completing tasks.
Accenture employs a psychologist-developed, AI-enabled, legally-defensible approach to successfully accelerate recruiting time.
Reduces bias with the use of AI
Quickly manage high volumes to surface top talent
Minimize costs of candidate qualification screening
Optimization resources with time savings
The roadmap to top talent
Accenture’s Next Generation Recruiting pre-hire assessments combine the best combination of human and technology assessment factors to speed recruiting team’s processes with precision.
1.Conduct job analysis
Interview job incumbents to identify the list of tasks performed on their job and the competencies needed for job performance.
2.Design assessment plan
Develop customized plan based on job competencies and needs of the job; plan could include diverse collection of assessments.
Configure off-the-shelf assessments, such as cognitive tests and personality tests.
4.Validate assessments with incumbents
Establish a predictive, legally defensible test by validating assessments with job incumbents & collect performance data on participants.
Transfer to a test platform to develop online tests (optional), including scoring algorithms based on results from criterion-validation study.
Accenture collaborated with a strategic partner to deliver an innovative and industry-leading human resource solution to a national security and law enforcement agency. We developed and configured eight new cognitive and non-cognitive assessments measuring more than 20 competencies. We conducted a validation study with more than 1,500 job incumbents to develop a predictive and legally defensible test. In addition, adverse impact analyses helped ensure minimal disparate impacts among demographic subgroups.
A bad hire can cost up to 5 times the person's annual salary.