Introduction  

Companies that want to enhance their hiring outcomes, such as new hire performance, time to hire, and retention, might benefit significantly from implementing pre-employment assessment as a solution.  

Choosing the correct pre-employment assessment tool that can adapt as your company grows becomes a crucial step as you scale your business. However, your selection of an assessment, including its components and fee schedule, will impact how you conduct future hiring. It will ultimately affect hiring decisions and can have an impact, either positively or adversely, on the connections that recruiters have with their respective hiring managers.   

We have compiled a list of four straightforward questions for you to ponder before purchasing to assist you in locating the best pre-employment assessment tool for your needs.  

FAQs for a pre-employment assessment tool  

 

1) Which aspects of the pre-employment assessment are the most positive?  

Every evaluation is based on a unique interpretation of what it means to “improve hiring decisions.” Although the correct response to this question will be specific to your company, there are a few features that every recruiter may make use of to their advantage, including the following:  

• Excellent applicant experience  
• Integration of the ATS in a seamless manner  
• Reports of interviews that are simple and easy to understand  
• The most compelling qualities must have a solid connection to your established hiring objectives.  

For instance, if you want to eliminate people from consideration effectively, select a test that conveys the reality of what it’s like to perform the duties associated with the role. If you want to cut down on the amount of time it takes to hire people, the tests you give should give you the ability to rank the applicants in order of preference. If enhancing your employer brand is a priority for you, the ability to personalize and assess candidates could be a critical component for you.  

2) What kinds of reports can be generated in the pre-employment assessment tool?  

Reporting capabilities are necessary to comprehend and enhance your employment procedure with time. Pre-employment assessment platforms ought to provide users with not one but two different kinds of results: applicant reports, which assist your team make better recruiting decisions; assessment reports, which provide insights on how well your assessment is performing; and so on.  

Reports submitted by candidates must be comprehensive while also being simple to understand. It would be helpful if, in addition to displaying an overall score, they also included statistics on each selection factor you measure. Some evaluations have the additional capability of automatically generating pertinent interview questions for managers to ask.  

The completion rates of the assessment, as well as the number of times candidates take to do it, should be included in the data that is included in the performance reports. You will want to collaborate with a business that can improve the quality of your evaluations over time and demonstrate which questions are the best predictors of success in your organization.  

You should think about asking top leaders what kind of hiring information matters most to them, and you should also ask evaluation providers how they would judge their effectiveness against these criteria.   

3) How does the candidate feel about their experience using the pre-employment assessment tool?  

The market for pre-employment testing is during a wave of rapid innovation, with new technologies like as artificial intelligence, virtual reality, and gamification being hailed as the next big thing in their respective fields. Before settling on a solution, it is essential to ensure that the entire candidate process has been considered.   

Any assessment needs to have the impression that it is suitable for the roles being recruited. Only some enjoy playing video games, and not everyone can download an application or have a fast internet connection. If some of your candidates submit their applications offline, you should inquire about the provider’s process to ensure they can still finish the test.   

Candidates are growing skeptical of “black box” technologies, such as AI, which make decisions without explaining. This highlights the importance of transparency. You will want to design an experience for the candidates that is informative, interesting, and instructional. What function may an assessment play in determining whether the role and the organization are a good fit for you if you are interested in applying?  

4) What are the prerequisites for training and getting set up?  

You must have a solid understanding of the logistics of getting started with the new evaluation instrument.  

Certain products are challenging to use and require numerous hours of instruction. In many cases, new users are required to comb through information or even get a certificate to comprehend the examination results.  

Will there be a need for training for managers? If that’s the case, how long will this process take? What kind of work is required to get this up and running? When will the system be rolled out, and how long will it take to connect it with your ATS? These are essential questions, the answers to which will determine how quickly your evaluation may be implemented.  

Seek an assessment partner that contains the following components to simplify the implementation process:  

• Set up and consulting services on a comprehensive level, along with an expert team to assist in creating the assessment and benchmarking it correctly.  
• Relatively little or no training is required, and the user interface and deployment process are fundamental.  
• Native connection with the technologies you use daily, most notably your applicant tracking system  

It is okay to make do with simple and easy company software. Modern recruitment tools must have the look and feel of a consumer-grade application. This includes getting up and running in weeks rather than months.