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December 19, 2021 | Klein Consultants
It’s a fact that pre-employment assessments are helping HR managers make better hiring decisions while lowering the costs of employee turnover and at the same time improving employee happiness. According to the Talent Board’s 2016 Candidate Experience Research report, 82% of businesses use some type of pre-employment assessment test, and how they use assessments is changing.
In today’s digital world, pre-employment testing be the single most accurate filtering mechanism hiring managers employ when looking for ideal candidates. Assessments are also an excellent tool to compare a candidate’s scores across several different types of assessments to determine their likelihood of success in your desired role.
You’ll be able to make smarter, more objective recruiting judgments armed with the information provided by pre-employment examinations. This is the primary benefit of employing standardized examinations rather than scrambling to discover that one CV that seemed to fit the bill.
Pre-employment assessments and skills assessment exams are two distinct but intertwined concepts. One is meant to measure a candidate’s soft skills while the other tends to measure a candidate’s hard skills. Practically speaking, pre-employment assessments provide the ultimate option for capturing valuable, data-driven insight from your candidates and deciding whether they are the best fit for your open position. When used in conjunction with one another along with structured interviews, they are a powerful predictive tool for performance.
A pre-employment assessment is a set of text-based or media-based questions or challenges designed to assess a candidate’s knowledge of a given skill. It covers three to four skill areas and is thorough for that particular skill set.
Assessments are normally 10 minutes long, allowing the candidate just enough time to answer the questions before moving on to the next one. This is done on purpose to create a sense of urgency in the candidate and help them get through the assessment. Tests can be thought of as the “foundation” of a solid pre-employment evaluation.
A pre-employment assessment combines multiple question batteries to provide you with a complete picture of your candidates. An assessment’s ultimate purpose is to assist you in hiring the best candidate for the job. Everything else is just a bonus. To do this, tests should be kept uniform and sent out in bulk to candidates so that they can be compared quickly.
Hiring managers are making use of pre-employment assessments that integrate five major core key indicators of whether a candidate is the right fit for a given role. These five major testing batters assist HR Managers in making the best hiring decisions:
These core assessments above all others help hiring managers to examine a candidates’ soft skills, such as cognitive ability, personality, and situational judgments that may impact key decision-makers, executives and stakeholders who are selectively looking to hire the best possible applicants. While tests are the cornerstones of any good assessment, the various test kinds can assist paint a more complete picture of a candidate’s profile.