A better way to screen candidates? Pre-employment assessments or employment screening testing.
When pre-employment assessments test all your candidates across the same parameters and rank them on the same scale, they help you understand who excels in skills that matter most to your open role.
By sending bulk assessments to your candidates, you can improve the quality of your candidate profiling.
In this article, you will understand the employee benefits of an assessment, the types of tests that are most relevant to your candidates, and what the final result should look like (i.e. the order in which you should layout tests in your assessment).
What are the benefits of pre-employment assessments?
When you use pre-employment assessments, you can reduce your costs associated with employee turnover and increase the overall satisfaction of your employees.
Assessments help you evaluate the skills, knowledge and preferences of a potential candidate for your job by comparing the person’s results across multiple test types.
Some of the key benefits include:
A hiring process that gives you an in-depth look at your candidates, saving you time and headaches while telling you exactly what you need to know about them;
By eliminating CVs and other time-consuming application procedures, we dramatically cut down the time required to fill a position. And our standardized assessments can be distributed to many candidates at once, saving you processing time and facilitating a broader talent pool.
By using pre-employment assessments, organizations can reduce the costs associated with turnover. A good short-term investment for an organization is to hire candidates who score well on these tests.
According to a study, businesses that use pre-employment assessments are more likely to be satisfied with their new hires than those that don’t.
Armed with the insights pre-employment assessments offer, you can make more objective hiring decisions. This is the key advantage of using standardized assessments versus scrambling to find one CV that seemed like a good fit
Types of tests to consider for your next assessment
Personality and Culture fit
Personality and culture fit tests measure the characteristics an individual exhibits in the way they behave. These tests measure whether employees are compatible with a company’s culture.
In a business setting, personality tests can be useful for hiring. They can help you understand workers’ personalities as well as their psychological traits. Hiring someone who thrives at your company may mean the difference between hiring an employee who struggles with keeping up and one who doesn’t.
Cognitive ability
Cognitive ability tests are different from personality tests in that they measure your abilities in regard to thinking skills (reasoning, problem solving, verbal ability, etc.)
Personality tests are less specific than technical tests (which involve knowledge of a specific subject or skill), but they’re still quite challenging.
Candidates are tested on their ability to use mental processes to solve problems on the job through a cognitive ability test.
Situational judgment
Situational judgment tests present a series of business-related scenarios and questions about how to appropriately deal with them.
Situational judgment tests can be used to measure how well a candidate would think on his or her feet and make decisions involving specific contexts. Situational judgment tests work best for managerial and leadership roles.
Role-specific skills
Tests that measure role-specific skills are designed to see whether candidates can get the job done. They tend to be more technical and knowledge-based than other tests, especially when specific to an industry or niche.
Professional position-specific tests evaluate how much a candidate knows around a professional topic.
Who provides employment assessment tests?
PCP Works offer employment assessment and screening Services at effective prices so that employees and employers could keep safe their health and compensation. To book your appointment visit pcpworks.com