pre-employment assessment strategy

How to integrate pre-employment assessment strategy in your hiring

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One of the most unproductive techniques to identify qualified applicants for your available positions must be screening CVs. There’s no set framework, applicants might embellish, and your eyes start to glaze over after the tenth bullet point. 

Is there a better way to screen applicants? Pre-employment assessments. 

All of your prospects will be tested on the same parameters during pre-employment assessments. They assist you in quantifying their proficiency in the abilities that are most important to your open position. They also score them on the same scale so you can see who stands out when compared to the competition. 

You may start obtaining better insight into your candidates’ profiles by combining several (and suitable) exam kinds in ready-made assessments to send out in bulk. 

We’ll walk you through the steps of determining the advantages of an assessment, the sorts of tests that are most relevant to your prospects, and what the end result should look like in this post. 

Fortunately, more and more firms are beginning to use this integrated pre-employment assessment. Why now? Because of the fast advancement of technology. 

What are pre-employment assessments? 

Pre-employment or pre-hire assessments are tests and tools used to compare your candidates’ important abilities in order to determine the greatest fit for your position and business. 

They come in a variety of forms and sizes, from personality and talent assessment to cultural fit, cognitive ability exams, and more. There are paper tests, digital tests, real-life testing, and VR-Assessments that aren’t far away. 

Type of Test  Measures  Usage 
Cognitive Ability  General Cognitive Ability  Estimates candidate’s ability to use mental processes. 
Personality  Personality traits  Determine Culture fit and job performance 
Job Knowledge   Current knowledge on subject matter  When candidates must possess a certain degree of knowledge prior to starting a job 
Integrity / Honesty Test  Tendency to be honest, trustworthy and dependable  Predicting overall job performance 
Skill Assessment  Actual skills in certain domain  Job performance 
Physical Ability  Measure strength and stamina  Physical ability 
Emotional Intelligence  Capability to establish relationships and understand own and others’ emotions  Predict job performance and culture fit 

Focus on Skill assessments: 

Skills assessments assess job-related abilities, such as verbal, numeracy, and communication skills, as well as more specific such as skills and technologies. These are abilities that applicants have learned over their educational careers; they do not necessarily represent fundamental ability, but rather acquired knowledge – what the applicant already knows how to perform based on prior experience. 

 For tech hiring, skill assessments are often the favorite type of assessments of hiring managers as they make it very easy to screen and select the candidates from a wider pool reducing the time taken to hire. Most organizations use a combination of soft skill assessments along with coding/stack assessments to evaluate core and inter-personal skills of the candidates.  

 It’s crucial to remember that, unlike most aptitude and personality tests, these assessments aren’t meant to predict long-term work performance; rather, they’re meant to serve as a gauge of a person’s present skill level in critical job-related competences. 

Using more than one sort of exam to optimize the efficacy of pre-employment assessment is a good technique. Employers may examine more than one important feature of a candidate by administering several tests for each prospect, offering more objective, accurate data to speed the recruiting process and make more informed judgments. 

Why are pre-employment assessments so beneficial? 

Pre-employment exams can help you make better recruiting decisions while also lowering the costs of employee turnover by improving employee happiness. 

Assessments are also an excellent tool to compare a candidate’s scores across multiple test kinds to see how likely they are to succeed in your desired position. 

  • A clear image of who the best prospects among your applications are, saving you time and headaches throughout the recruiting process while offering detailed information on their skills and aptitude; 
  • Enhanced productivity as a result of a simplified approach that replaces CVs with a uniform assessment format. These assessments may be delivered to a large number of candidates at once and are generally finished in a matter of days. 
  • Staff retention will improve, as will costs associated with employee turnover, saving businesses money in the long run. Pre-employment assessments show that candidates who do well are more likely to be a good match and remain longer. 

Why you should definitely adapt skills assessments: 

The purpose of adopting numerous test kinds is to acquire detailed candidate information and make your selection on facts rather than gut instinct. 

Using a consistent framework, such as a pre-employment assessment, saves time while also adding value to the firm. You’ll be able to better track and illustrate why the one employee you helped hire plans to stay for years to come thanks to a simplified procedure that prioritizes important knowledge. 

You are free to go as deep as you want. It’s a wonderful world that deserves to be discovered. Especially now that technology is making inroads into space. 

The days of one-size-fits-all evaluations are gone. And the days of improved applicant experience, shorter time to recruit, and higher-quality online assessment experiences are here. 

Is your organization ready for that? 

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