You’ve examined a candidate’s résumé and cover letter and are now ready to decide. You may have already completed the first (or second) interview to see whether they’d be a suitable match for the group. However, how can you get a complete picture of their suitability for the position? If you’re looking to hire people in the early stages of their careers, a pre-employment exam may be the best option for your business.
Managers looking for certain abilities may find it difficult to hire entry-level applicants who lack relevant job experience. Assessing a candidate’s ability to perform on the job might be helpful. When it comes to recruiting software engineers, assessments are often employed. However, they can be used for many tasks and uncover information that resumes and interviews alone cannot. As a way to demonstrate their abilities if they don’t do well in an interview, tests might be beneficial to job seekers. Here are a few points to remember while conducting evaluations, regardless of whether they are normal practice in your sector or a new initiative inside your firm.
Use various types of assessments for different responsibilities.
Prospective workers cannot be assessed in a universally applicable way. You should only employ assessments that are relevant to the work at hand. Develop an evaluation based on what skills are most relevant to the profession, such as knowledge of a certain coding language or the ability to make presentations. You’ll be able to assess whether or not a candidate is a good match for the position, and you’ll also be able to emphasize the job’s responsibilities to the applicant.
You may utilize a timed writing assignment or a simulated cold call as part of the interview process for sales positions. Writing content or conducting an edit test is a preferable alternative if you’re in a marketing or communication function. It is also possible that an analyst or consultant role may benefit from an examination that requires the creation of an imaginary report. Case studies are a key element of the recruiting process in several businesses, such as management consulting.
Determine the ideal time to conduct evaluations
There should be no “pop quizzes” during recruiting. Always inform candidates whether they are required to take an assessment. Also, they should know when they’ll be taking the test to prepare properly.
In general, only ask a candidate to assess if they are a semi-finalist for the job, and the optimal time to administer it depends on the organization and function. You may either administer the evaluation during the interview or invite the applicant to complete it at their leisure at home. It should take no more than an hour or two to complete an assessment. The applicant should be given at least a few days to return the assessment if you give them the option of completing it at home.
Make sure you’re prepared to administer the test.
Candidates may be asked to do a job on a computer or engage in a role-play with the hiring manager as part of the assessment process (for example, a customer service role-play involving a frustrated customer). Before evaluating, ensure that all technology and people involved are ready. Providing clear instructions and being ready to answer any queries the applicant may have is essential if you have requested them to complete the evaluation at their convenience.
Don’t rely on evaluations to perform essential company functions.
While a pre-employment evaluation should be relevant to the job, it should not be a finished work product that can be used to promote your company. You can’t submit a 500-word sample blog post on your blog as part of your recruiting review if you’re asked to do so. Using an evaluation for any other reason than establishing a candidate’s employability diminishes your company’s reputation.
Integrate assessments across the whole employment process
Unless there are big variances (such as a candidate failing an engineering coding challenge), evaluations should be utilized to acquire a comprehensive perspective of candidates rather than the primary reason for determining who should be selected… Potential may be assessed via tests, as well as skills. Candidate experience and exposure to brand rules can help candidates who perform well on a blog writing exam but do not yet fully grasp the nuances of your brand. If all other factors are equal, an evaluation may decide a candidate’s selection.
Employers don’t want to waste a candidate’s time by creating a tedious recruiting process with the labor market as tight as it is. There should be brief, relevant tests that indicate whether or not the applicant will be offered the post. Make the exam a chance to showcase a candidate’s abilities rather than a hassle.
