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Getting close to the right job application has become more accessible than ever before. The entire bunch of credit goes to the social media platforms like LinkedIn, Glassdoor, Craigslist, Monster and so on. Here comes the next step of screening of the right candidates and then summoning them for the final interview. In the current scenario of hundreds of applicants for a handful of vacancies, the HR authorities are calling in for pre-employment assessment where the lesser deserving candidates are counted out first through online evaluation.
Based on the pre-employment test scores the selection process is made smooth, hassle-free and productive. The job market today is a tough scenario where qualified candidates can be found in millions on a global scale. Choosing the right one for a job is a tumultuous process as the company has to recruit a candidate with all the necessary abilities and skills.
So, what is employability test?
Pre employment assessment test is a series of online tests which allows the employers to gauge the job applicant’s abilities, aptitude, competence and attitude and then measure them with predefined models.
Today, there are two types of pre-employment testing practiced predominantly:
1. Cognitive and personality evaluation
These tests are structured for identifying the candidate’s perception in solving a variety of problems that cover leadership, soft skills, communication and analytical precincts and then build a personality profile for each.
2. Skill test and evaluation
Each resume speaks of the skilled trait of the candidate and thus, the HR professionals have to find the pin from the haystack so that the selection benefits the company for the long run in the competition. Skills evaluation takes the test of the people on other technical areas a well, to see how focused they are and how easily they can interpret the given question.
Who uses skills test for recruitment?
Pre-employment assessment tests are taken by HR professionals across all industries. Companies of all sizes who recruit people can conduct pre-employment aptitude test to determine the suitability of the applicants for the job role.
So, when should the pre-employment personality test be taken?
Of course, as per the term suggests, the analysis is conducted before the final interview of the candidate is called for. The objective of the interview is to get analytical feedbacks from the candidate’s test and then pick out the best from the chunk for final screening. This calls for rational decision making and rules out the unfair practices of hiring.
Pre-employment assessment creates a positive candidate experience for the companies. Organizations generally do not debate on the value of evaluations as the perception of candidates varies from one to another. On the other hand, candidates have a positive outlook on the need for assessment because they believe their prowess will be legitimately evaluated through it. To some though, the common pre-employment tests are time-consuming and not job-related.
A proper experience initiates with transparent communication
You would never want to send out assessment invites to the candidates without explaining the purpose, duration and the objectives of it. It is vital for them to know that there are no pre-employment testing laws that suggest evaluation are all about passing or failing with prolonged hours of assessing. In fact, an effective test helps both the job seekers as well as their employers to measure the eligibility of the applicant.
Pre-employment screening reinforces fairness
Ever candidate wants a fair chance of getting evaluated for a job. Even for the applicants who do not like online assessment, they know that with the test, the other aspirants are on the same boat. All of them will have the equal opportunity to show employers their true skills and abilities.
During the entire interviewing process, the assessment platform poses as a tool for knowing the job-readiness of the applicant by showing the competence level for succeeding in the role.
Tailor-made interview sessions for effective hiring
Pre-screened interview selects the initial batch of the deftest applicants for the job. The next step comes calling for the final one-to-one communication where the interviewer frames questions based on the strength of the interviewee. The pre-employment assessment reports provide fair and accurate feedbacks that are related to the job-based competencies. These feedbacks give a real insight into the performance in the assessment to the authorities and also to the candidates which in the long run are beneficial for both sides.
Counting in the pre-hire assessment in recruitment enhances the candidate experience and also glorifies the employer brand in the fierce competition. Invest in a useful software that makes recruiting more economical backed by new-age technology.
Finally…It is about choosing the best aspirant and not the best interviewer
As per the figures produced by the Society of Human Resource, 53% of the job applicants exaggerate about their skills on their resumes. Therefore, choosing the right candidate from hundreds is a tough nut to crack for the HR managers. Face to face informative interviews also seldom can be that effective with the one-dimensional point of view. Even the steps of background check cannot be insightful at every for checking on the personality traits.
Selecting the best interviewer is not the solution, but choosing the right candidate goes a long way when it comes to a company to prosper in the race. Testofy, the preferred online assessment platform for employers and training providers will help you conduct all recruitment tests seamlessly with intuitive technical backup and assistance.