The entertainment industry produces an estimated 2,000 films per year. Of those films only around 600 are released into select theatres all over the globe, and of those 600 only a handful are captivating enough to leave a lasting impression on audiences and the academy. This year’s 82nd Academy Awards nominated a whopping 10 films for the honor of Best Picture. These nominated films were recognized for their ability to tell a story unlike any other film, but at the end of the night “The Hurt Locker” beat out blockbusters like “Avatar” and “Precious” for the award.
This scenario could be likened to the surplus of American talent currently seeking employment. The job market is still recovering from the recession. The ratio of those unemployed to available jobs is dramatic. Companies are struggling to process the volume of applications received per available position. Like Oscar Night, only a handful of applicants will impress enough to be considered. Choosing Best Picture is simple. The Academy simply votes. But how do you ensure that of the handful of qualified applicants you choose the best?
Pre-hire assessments enable hiring managers to narrow down their list of applicants and select the applicant most appropriate for the job. If two applicants have identical resumes, it can be difficult to decide which one looks better. Assessments provide results that match each applicant to the available position. This information can determine who would be the overall best fit based on their skills, personality and job fit.
Use assessments that measure skills, aptitude, behavior, thinking style and personality to gather as much information as possible so that you can make informed decisions about who is the best fit for the job. Placing people appropriately the first time saves time, money and energy and that calls for a standing ovation.
For related content see: “The Hurt Locker Dominates Oscars,” and “Reports Evidence Job Growth About to Begin.”
