Pre-hiring tests and assessments give you robust information to supplement your decision making. They also say something about your company. Leading edge tests that show the job and your organization in the right light help differentiate you as an employer – just as sleek, integrated processes and feedback do. However, get it wrong and your use of assessment could be a brand detractor! So, choose well and bear in mind:
The content's relevance — Be aware and avoid ability tests using outdated questions, personality questionnaires that don’t ask about work behavior and assessments that bear no resemblance to the job or your company.
The test-taker experience – Make the assessment look great and work on any device. Work with consultants to design the overall process, where the tests fit in and adds the most value, and where decisions are made. Look at psychometric tests that can be used on a smartphone, tablet and desktop. Think about integration with your ATS to provide a secure, single sign-on experience. Also, make sure you can add your own logo, color palette and customized content.
Act quickly – Make sure the results you get from your tests mean you can make decisions quickly – whether it’s sifting out those unsuitable for the role or homing in on the best people. Don’t risk your competitor being faster than you.
Engage, engage, engage – How you treat your candidates says a lot about your organization. Psychometric tools give you the information to manage expectations with your applicants and the opportunity to engage with them.
Make it cool – New developments in talent amean great assessments are now available to be completed on a mobile device, via video or set within your own business using your own real-world scenarios and examples.
Some real-world examples of what this can look like:
- Vodafone transformed its attraction and application process to attract younger, digitally savvy applicants by devising a web-based attraction game and an online assessment process.
- A Multinational Engineering Company began using an online, messaging-format assessment developed for mobile devices. It’s different, innovative, accurate and a great candidate engager.
- Nationwide uses a paperless assessment center that sets the business apart and is used to spot the highest potential candidates.