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Research by Harvard Business Review revealed that skills tests should come early in the hiring process. Skill tests should be used to screen candidates in, not out. Smart algorithms and AI tools can turbo-charge candidate assessments by scoring results quickly and removing human bias from the equation. The top candidates easily rise to the top; but no one misses out on being considered for the next round.
When used early in the hiring process, skill tests can select a more diverse pool of applicants to continue onto the next phase. There are many ways to set up a skills test, depending on the position for which you are hiring.
Pre-employment skills tests can cover a range of positions: administrative assistant , finance and accounting, and call center reps are just a few roles that companies hire for using skills assessments. Excel skill tests, coding skill tests, typing skill tests, and other computer skill tests are the most common forms of pre-employment assessments. Some companies focus on questions that are task-related, e. Some companies choose to focus on verifying the skills that will help a candidate succeed beyond the immediate position.
This approach skews closer to a pre-employment assessment , with questions designed to reveal if a candidate can climb the corporate ladder, adapt in a challenging work environment, or respond under pressure.
A colleague is also trying to transfer a call from a customer you served before, and you have a scheduled follow-up call happening in 5 minutes. How would you handle and prioritize in this situation? Multiple choice, open-ended questions, and pre-recorded video responses are all great ways to see if a candidate has what it takes to do the job well.
But, do candidates enjoy answering these types of questions? By most accounts, candidates appreciate the opportunity to showcase what makes them great at their job. In revamping the interview process for graduate students looking to join the Orica team, recruiters consolidated their online evaluation components into one platform, Vervoe.
The skill assessment combined questions focusing on skills, logic, and values. This is just one example of how a skill test can change the entire interview process for a potential new hire.
Every job description starts to look the same; every interview begins to feel stale. When given the opportunity to showcase their talent through real-world tasks, job candidates will jump at the chance to be engaged with the job description , rise above their resume, and challenge themselves.
Candidates love the opportunity to stand out from the crowd. Recruiters looking to hire diverse, high-performing teams with better efficiency and consistency can use pre-employment tests to their advantage. Skills tests are a better predictor of performance than resume screenings or traditional interviews alone. Resume screenings are bad for three reasons. Rather than just assess the first [applicants] and maybe hire of them, Vervoe allowed us to actually assess all applicants in a two week period and still be able to select the best Coupled with recruiting biases that are built into the process, the third threat is that recruiters are privileging candidates based on background and demographics, rather than talent.
Perhaps this is why new hires crash out as often as they do. Skill tests can help take some of the bias out of the interview process , give recruiters a new evaluation metric to consider, and lead to happier, long-term hires. In our experience, skill testing works better than traditional hiring methods — with some caveats. Without a doubt, aptitude tests can be used to replace resume screening. This style of sorting through candidates increases the chance that the best candidates will be unfairly eliminated.
Good people get screened out, rather than screened in. Skills tests improve time to hire while allowing the hiring manager to see how someone will do the job, before they get the offer. This reduces turnover costs, which add up quickly: the cost of making the wrong hire can be up to 2. The best skills tests , however, need the right formula to help the candidates succeed. Some recruiters focus narrowly on the skills that will help a new hire succeed in the immediate position for which they are hiring.
Yet, many CEOs emphasize the importance of soft skills — things like leadership and teamwork. New hires may end up being disappointed and leaving because they lacked the soft skills needed to adapt to their new team , not necessarily the skills to perform the job.
Recruiters must integrate questions into their skill assessment that focus on critical soft skills that predict long-term success. Looking specifically at tests for finding job fit, there are a few different types of validity that are particularly relevant, not just to ensure that the hire is a good one, but to ensure compliance with EEOC regulations. Related: Skill Testing Validity. At Vervoe, we constantly monitor assessments to make sure candidates take tests that are fair, and based solely on skills that reflect how they would perform on the job.
First, interviews, in general, need a total overhaul. Recruiters have been asking the same, outdated interview questions for decades. Many candidates get overwhelmed by the performance anxiety inherent in the interview and may make forgivable mistakes. Nevertheless, many recruiters like the security of meeting someone before making an offer.
Many recruiters seek the same insight from a group interview or case study that they would get from an individual skill test. Case studies can be too conceptual; rather than seeing how a candidate will approach the work listed in the job description, case studies ask abstract questions.
Yet, in a group scenario, extroverts tend to dominate. It can be difficult to see how each candidate performs as an individual while trying to consider the group at once. In summary, skill testing is all about understanding whether a candidate can do something or knows something.
Pre-employment assessments differ slightly in that they focus on predicting how a candidate will behave in certain scenarios, not what they can do.
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Share on facebook. Share on twitter. Share on linkedin. Share on email. Your Guide to Skill Testing What is a skill test? How skill testing works How to run a skill test Using skill tests during hiring Skill test examples and templates Do new hires like doing skill tests?
What are the benefits of a skill test? Do skill tests work? Are skill tests valid? Skill tests vs. How Skill Testing Works Skill testing works best when the questions being asked are specifically crafted to the role and needs of the team hiring the new candidate. How to Set Up and Run a Skill Test In designing a skills test or pre-employment assessment , there are a few specific steps to take in order to thoughtfully structure your questions.
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