5 Recruitment Tests to Assess Job Candidates

Are you looking to fill a vacancy in your company with the best-suited candidate?

To hire the right candidate for the job, you need to understand what an effective recruitment or hiring process looks like. An effective recruitment or hiring process should be able to assess the aptitudes and abilities of an applicant for a particular job. The goal is to match the right candidate with the right job based on their skills, aptitudes and qualifications.

In your pursuit for the ideal candidate, you will come across various tests used in the hiring and recruitment process to assess the suitability of each candidate. Below are some of the tests you will find useful.

1. Resume or Job Application Evaluation

A resume or CV gives you a chance to evaluate a candidate’s suitability for the job by perusing their work history. The resume helps you understand the stability and growth of a candidate going by their work history. You can also scan the resume for a clear record of consistent learning and achievement in the specific area you are looking to hire for. This is important since it tells you whether a potential candidate is a performer or not. The resume should also be able to tell you whether the candidate is an ideal cultural fit for your company.

2. Screening Questions During Job Application

It is highly useful to ask screening questions at the point when a potential candidate applies for a job. These questions help in pre-screening applicants to establish who should proceed to the interviewing stage. Screening questions narrow your applicants to only those with relevant requisite experience for the advertised position. You are also able to knock out candidates who do not qualify by including knockout-screening questions. The goal of incorporating screening questions at the application stage is to distill potential candidates to only those who meet the stringent requirements of the job.

3. Skills Testing

The aim of testing potential candidates’ skills is to establish their knowledge and skills level. Testing a candidate’s skills establishes their job readiness and determines their “trainability” by assessing a number of skills such as verbal, basic math, attention to detail, and communication skills. Skills testing is one of the most objective evaluation of a candidate’s ability to perform the tasks that a job requires. Have the tests validated to accurately reflect a candidate’s ability to excel in a job.

4. The Predictive Index Test

The Predictive Index (PI) features a range of assessment tools that give you insights into a candidate’s potential cognitive agility and workplace behaviour. It assesses the behavioural drives and needs of a candidate and their ability to learn, adapt and react to complex tasks. The PI is perhaps the most accurate method of predicting the suitability of a candidate in the market today. With a PI test, you end up with a highly detailed candidate profile that eliminates the risk of picking the wrong candidate.

5. Interviews

The final test of a candidate’s suitability is a face-to-face or phone interview. If you have subjected the final shortlist to a Predictive Index test, this final part of the recruitment process should be easy. During the interview, look out for a candidate’s understanding of your company and what you do, their ability to listen keenly and answer questions correctly, their ambition, passion, strengths, accomplishments, hard and soft skills, etc.

There are many tests you can give to potential job applicants to establish their suitability for a job. However, none of these comes close to implementing the Predictive Index test in establishing with near-certainty who the most suited candidate for the job is.

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