Programming is difficult and finding someone good at it is even more difficult. The ongoing war for talent continues and companies sharpen their knives. Companies, businesses, and corporations lately seek different tools and resources that will help them find the perfect person for the programming position they seek. Their goal is to find someone with the best qualifications and skills.
Studies indicate that assessments that are included in pre-hiring are growing day by day. Assessments are growing because they give results and the best candidates sit in their employers’ offices. There are several different assessments and they all have one goal. Their goal is to improve the quality of the hiring and later to improve the company itself, thus to dig deeper into skills, spot the potential and secure the future.
Assessments are the right thing for you as well because neither standard tests nor interviews can determine the information you seek about the candidates.
Skill Assessments – These assessments are used to determine the scale of your skills. Typing, Excel, 10 key, coding, and everything in-between can be measured by one simple test online.
Personality Assessments – Every employer wants their employees to be honest, hardworking, social and most importantly productive. By using psychology questions we can easily look a little deeper into our candidate’s personality type and determine wheatear this is the right person for the position.
Behavioral Assessments – The most popular test lately is the behavioral test. This test is quite useful and determines if someone has the wanted behavior for the role they apply for.
Aptitude Tests – Decision-making skills and critical thinking are important for every company and that is the reason why these tests are so extreme. Companies give training programs all the time but they have to be sure that employees are capable and that they will learn and later imply the knowledge they got from them.
Situational Tests – Situational tests have also got some decision making situations. They are based on hypothetical situations and experiences. With these tests, the candidates will find themselves in an environment with great stress.
Assessment tests are not bad at all and they as previously stated indeed give you deep information about your candidates. This insight information will save you a lot of time and will fulfill the empty technical position sooner than expected.