Tips For Incorporating Pre-Employment Assessment Test in Your Hiring Funnel

1. Tips For Incorporating Pre- Employment Assessment Test in Your Hiring Funnel

2. Pre-employment assessment tests refer to the various types of assessments that are widely used by recruiters to find the right candidate for a job role. These tests consist of questionnaires and standardized tests that help evaluate the skills, knowledge, and job-related personality attributes of the candidate. It helps employers make objective, accurate and bias-free hiring decisions. So, if you plan to utilize these assessment tests in your hiring process, this post will give you the best way of using and implementing these tests. Tips for Implementing Pre-Employment Tests in the Hiring Process Communication is the key: Make sure you clearly explain the scope and purpose of the pre-employment assessment test to the candidates. One of the main reasons many candidates have a poor experience is that they are not being provided with information on what is going on. Assessment should be of a duration of 40 minutes or shorter: Research shows that pre-employment assessment tests conducted in 40 minutes have a 75% completion rate. Assessments that take more than 40 minutes only have a 66% completion rate. So, make sure you limit the tests to 40 minutes or less to decrease the number of candidates who may fail to complete the process due to time restrictions. Incorporate the pre-employment assessment test during the right part of the hiring process: Once you have selected the right test for your company’s needs, you have to decide at which stage of the hiring process you will incorporate it. An efficient way is testing candidates early on in the process in order to gather objective data before making further decisions. However, this varies for every company. In case you have a large volume of candidates, you may make the assessment early on in the hiring process. This approach will allow recruiters to shortlist candidates early on in the process before spending any time on a candidate. It also helps figure out which candidates are most motivated to work for their organization.

3. Track completion rates: Make sure you track your testing completion rates to assess when and where candidates drop off, as it will allow you to think about steps you could take to improve the process, such as making the assessment shorter and changing the order of your test. Tracking the completion rates can help you optimize the process and improve it to make your pre-employment testing even more useful over time. View the assessments as an elimination tool and not a selection tool: Remember that pre-employment assessment tests shouldn’t be an ultimate decision-making tool. They can only guide you when making your decision. So, make sure you do not rely solely on pre-employment tests. You can use it to eliminate candidates before they move to the next steps, like test assignments, interviews and paid work trials. This will ensure you are making a well-informed decision. Seek candidate feedback on your screening process: candidate feedback can help figure out what to improve about your screening process. You can ask the candidates about what they liked or disliked about the assessment to learn what needs improvements. How To Conduct Pre-Employment Tests? Identify job requirements: Make sure you have a detailed job description before you select a test. It can be used to identify the competencies required to do the job well. Then, you may shortlist the skills that have to be evaluated for the role. Select test types: The second step is to pick an appropriate pre-employment assessment test to evaluate the candidates. You will get a comprehensive view of the candidate once they finish the pre-employment test. Set the difficulty level: Decide the difficulty level of the tests. Keep in mind that getting a higher proficiency level for a skill that is rarely used will lead to you losing promising candidates. Also, make sure you do not make poor hires by setting the difficulty level too low.

4. Design the test: Different question types will create a comprehensive assessment for the candidate and also identify their strong and weak points. These questions can be MCQs, true or false statements or essays. Set a benchmark: Your benchmark should be reasonable and attainable. Setting a benchmark for hiring candidates will ensure that the selected candidates meet the required quality, thus helping you create a competent team. Select the right assessment tool: An online pre-employment assessment tool will save you time and labor. Once the candidate registers for the test, an email with the assessment link and other details can be sent. The entire process can be streamlined using online tools for recruitment. Key Learnings The screening method has a significant impact on the time taken to hire candidates. When administered correctly, pre-employment testing can save a lot of time and cost in terms of the hiring process. It plays a huge role in avoiding bad hiring decisions. These tests offer an objective, bias-free, and quick recruitment method.

5. Source URL: https://fresherhits.org/2024/09/tips-for- incorporating-pre-employment-assessment-test-in- your-hiring-funnel.html