NewsSoftware

How To select Right Pre-Employment Assessment Tool 2021

Recruiting talented people for a company can be a tough job in the recruiting process, Especially considering the shortage of elite personnel and their demands for pay and job responsibilities. And it takes 1-2 months to hire a new employee.

However, The issue is that traditional techniques of getting to know candidates are ineffective. — i.e., resumes and online interviews — often do not give the best insight. Resumes are unreliable. Research shows that up to 78 to 80% of resumes comprise misleading statements, while 46 to 48% have actual lies.

Similarly, interviews — particularly unstructured ones — are subjective and poor indicators of job performance, despite their numerous advantages. Given how time-consuming, costly, and time-consuming hiring is, businesses should proceed with caution.

In this scenario, a pre-employment assessment tool can be a great choice for the recruitment process and help choose the right candidates based on rock-solid data about their experience, skills, motivation, personality traits, and overall fit with the company culture and company norms.

Pre-employment assessment tools make the hiring process more pleasant for candidates by speeding things up and making for a more fair decision. If you are thinking about investing on online talent screening tools, this blog will help you get started:

What is a pre-employment assessment tool

Make it very simple, it is an online test designed to help recruiters examine a candidate’s talent for a particular job role. Recruiters can customize their test series to assess various criteria, such as  communication skills, analytical reasoning, technical ability, personality traits, behavioral aptitudes, and so on.

According to research, 82 percent to 85 percent of firms now utilize pre-employee assessment tools in the hiring process. Traditionally, recruiters had the big task of personally following up to each candidate to invite them for the interview process without checking their primary skill criteria.

Recruiters, on the other hand, may simply send an email with a test link that applicants can access at their leisure, regardless of location or time zone, using pre-employment testing tools. This saves time for everyone and guarantees that more people show up for the test.

Furthermore, these tests are a simple method to screen out inappropriate applicants early on, allowing you to focus only on those who show the best match.

Types of pre-employment assessments

Different jobs have different skills and requirements, which is why each company examines the talent of candidates in different ways. Some of the basic used pre-employment assessments include the following.

  • Job knowledge exams assess candidates’ knowledge in a specific subject that is relevant to the position in question.
  • Pre-employment assessment focuses on the candidate’s mental ability and smartness in areas like verbal, numerical or logical reasoning.
  • Personality surveys provide a full picture of the candidate’s personality, based on qualities like extraversion, leadership, and assertiveness.
  • Culture fit tests examine the alignment of the candidate’s values with the organization’s values in order to determine whether or not the candidate will fit in with the work culture.
  • Technical skills evaluation measures particular technical  skills required for the work, such as Microsoft Office competence, coding test, and accounting test abilities.

Why pre-employment tests are essential today

The post-pandemic business world is highly uncertain, with the abrupt shift to remote work and recognizing that dynamism is essential to surviving.

Companies have realized that recruiting is no longer only about finding someone who fits a job now, but also about finding someone who has the skills to adapt and grow as the role changes in the future.

As previously stated, traditional recruiting procedures such as face-to-face interviews, unlike pre-employment screening exams, frequently fail to capture these non-technical aspects of a candidate’s fit. They suffer from biases like gender, race, etc  that come from the recruiter’s personal ‘ choice feeling’ as well as personal assumptions about people based on how they look, what their gender is, what their college is  , and other irrelevant criteria.

In a Post-COVID world, face to face  interviews are hard to do  with social distancing and covid guidelines. With pre-employment assessment tools, recruiters can hire strictly based on suitability rather than anything else and helps candidates feel like they have been given a fair chance for the same reason.

Important steps for choosing the right pre-employment assessment tools for your company

It also aids in attracting a larger pool of talented individuals who would otherwise be overlooked. The individual who is finally picked for the position as a result of this procedure will be the most qualified in terms of aptitude and will feel the most fulfilled and driven in the firm. 

The applicant will be happier at work, and the firm will get a competent new resource who will stay with them in the long run.

Define your basic objectives

There are many pre-assessment tools available in the market today, which means you need to set very specific goals in mind when choosing these tools. Do you want to speed up your company hiring process? Do you want to increase company employee satisfaction? Or do you want to focus on hiring the most talented employee? Accordingly, see how each tool’s features match with your criteria.

Do your research on each tool

Once you have shortlisted your  favorite options for the tool, research about the pricing, plan customer reviews and feedback each of them. 

Read about the case studies of how they have helped previous customers and read all customer testimonials online to get an idea of the software reputation, the types of customization they offer, and the kind of customer support they provide online. 

If you know any company or friend who has used the tool, reach out to them for an honest and fair opinion. Plus, send a request to the vendor for a demo so that you can learn everything about that tool.

Check the flexibility of the tool

You will naturally want to change the pre-assessment tool to reflect your brand’s aesthetic and ethos. so examine how much flexibility and reliability you get from those vendors. Can you easily change elements as you need, from the pre-assessment question layout to your company logos, fonts culture and colors?

Check tool integration with your current technology

First of all check the integration with your technology like salesforce, zapir act.  and the pre- assessment tool should integrate easily with those technologies for maximum convenience.

For example, if you are using an applicant tracking system(ATS), it makes sense to have the pre-employment evaluation tool synced up. Initially, you should be able to do the syncing yourself, or the tool vendor should do it easily and promptly.

Check the validity of the test data

Assessing the veracity of the data you obtain from the Pre-employment assessment tools based on numerous factors should be straightforward. For instance, how does the employee test criteria align with your job description?

How accurately can the results be used to evaluate employee performance on the particular job role? And how do the final  test results calculate against similar tests measuring for similar criteria?

Final Thoughts: 

Finding the right talent for your organization has become increasingly complex and time consuming. Businesses are fast equipping themselves with top-notch recruitment tech to simplify the process and reduce the time.

Pre-employment assessment tools can help improve the hiring selection process significantly. An organization that makes good hiring decisions tends to have higher productivity and lower attrition rates, which positively influence the bottom line.

 

Show More

vikramseth

Vikram Seth is co-founder of Ducknowl and has been passionately working to develop software application that can help organizations to find best skill without going through a tedious recruitment process. Vikram has over 10 years of management experience particularly focused in IT industry. He has a strong acumen in IT staffing and recruitment business. He has received MS degree from Georgetown University, DC. In addition, he has received various certifications in Project Management. He is a keen supporter of sustainable organic farming and he lives with his family in Chicagoland.

Related Articles

Leave a Reply

Your email address will not be published.

Back to top button