You want to find the most talented individuals and bring them into your organization, regardless of their field. However, the true difficulty will come from actually tracking down that individual.
In many cases, interviewers have to depend on their subjective impressions or the candidate’s resume statistics to determine whether or not they are a good match for the position. Considering that each corporate job opportunity attracts an average of 250 applications, it might seem like “no man’s land” to go through them all to find the one that stands out. Luckily, there is hope in the form of pre-employment exams.
In this post, we’ll discuss pre-employment screening and how to include it in the hiring process without disrupting the candidate’s experience.
What is pre-employment testing?
Potential employees are put through a battery of tests before they are hired to see whether or not they are a good fit for the company. Pre-employment examinations evaluate candidates’ personalities, intelligence, language proficiency, job knowledge, and skills without the influence of conscious or subconscious biases.
Eighty percent of Fortune 500 organizations used some pre-employment testing by the year 2020, and that percentage was expected to climb. Now more than ever, it’s crucial for firms to make the correct hiring the first time. Especially considering that the average cost to replace a poor worker is 30 percent of their annual compensation. And this is less of an oversight and more of a danger for many companies.
Pre-employment testing has many potential benefits for your business, and it’s important to know how to make the experience positive for your candidates.
Impact of Pre-Employment Testing on the Employment Decision-Making Process
Pre-employment screening aims to help businesses eliminate time-wasters from the recruiting process and make better-informed judgments. Instead of relying on intangible qualities like “feel” or “gut,” tests may provide concrete data that can be directly compared to other candidates.
However, the personal connection necessary for a successful interview is not replicated by the pre-employment examinations. Contrarily, they are in favor of it.
Establishing the desirable abilities, qualities, and behaviors your organization requires is crucial to making the most of pre-employment testing. This may be due to factors such as the company’s culture and the duties associated with the position. Pre-employment screening is easier to include in the recruiting process the more you know about the position being filled.
In the end, a more simplified recruiting process leads to lower turnover, more production, and higher morale. In addition, as the recruiting manager, you will have much more assurance and serenity while selecting candidates.
Enhancing the Application Process
The recruiting process often involves many unnecessary steps, queries, and repetitions. Seventy-eight percent of job-seekers think that the recruiting process is indicative of the firm’s level of respect for its workers. With a global skills gap widening and a war for top employees heating up, your company can’t afford a sloppy recruiting procedure that turns off qualified applicants.
While pre-employment testing is on the rise, some job seekers still find it, and the whole recruiting process, to be overwhelming. Considering the candidate’s experience is crucial when designing a pre-employment test. Make it reflect your company’s values and the kind of employees you want to attract. This will assist the candidate in understanding more about your company and weed out those who aren’t a good fit.
However, there is more to the pre-employment process. There are numerous advantages to employing remote employees, which is why the trend is rising quickly among firms worldwide. With the help of pre-employment testing, you may evaluate a large pool of potential employees from anywhere globally. Pre-employment testing may help you identify the best possible employees in locations you would not have thought to look otherwise, especially if your company’s operations are not geographically constrained.
Pre-employment screening lowers legal risks.
Candidates do have the legal right to challenge their decision, as is the case with any procedure. Pre-employment screenings, on the other hand, lessen your company’s legal exposure by helping you make objective, data-driven hiring decisions rather than emotional ones.
Pre-employment screenings, if done well, may eliminate a lot of prejudice from the selection process. Members of minority and protected groups may be selected based on their talents, abilities, and cultural fit.
We have now discussed the value of pre-employment testing and how it may be included in the recruiting process to enhance the applicant experience.
