Recruiters use various methods to assess and select eligible candidates for the job. Going through the resumes and conducting interviews are common methods that are still followed. However, recruiters in recent times are increasingly relying on the latest methods of hiring- pre-employment tests.
Pre-employment testing is conducting an online test where the candidates are asked to complete the test within the stipulated time. The system then evaluates the test forms, and a shortlist of candidates who score more than the cut-off percentage is generated.
Recruiters use this test to assess the candidates’ skills, knowledge, and behavioral patterns and see how among them are the best fit for the enterprise. First used by the US Army during World War I to recruit military force, the tests have been molded and revamped over the years.
Many big brands have already adopted pre-employment testing methods to reduce the percentage of a bad hire, decrease employee turnover, and increase employee productivity. There are many other benefits of using a Pre-Employment Test to choose the right candidate for the right job.
In this blog, let us see the different types of tests, how they can be used, and the benefits of using pre-employment tests.
Types of Tests
The following are the different types of pre-employment tests used by recruiters to choose the best candidate for the job and the enterprise.
- Subject-based Tests: How can recruiters know if a candidate has the required skills and knowledge in the subject/ topic that is an integral part of the job? The subject-based tests include questions related to specific subjects or topics. MS Office, Adobe Photoshop, Java, etc. are some subjects in the IT industry. Similarly, the test can be conducted for subjects from all streams (medical, commerce, administration, finance, etc.)
- Job-based Tests: These tests include different subjects and topics a candidate should know to be eligible for the job. Depending on the level of the job (entry, middle, or top), the complexity of the test form will change.
- Modular Tests: Modular tests are a combination of job-based and subject-based and are customized to include behavioral assessment questions. Selecting a skilled candidate will not be enough if the person cannot adjust to the enterprise’s work environment, isn’t it?
- Video Interviews: Offline video interviews are 6x faster than online video interviews. Recruiters send a test form with questions to the candidate. The candidate records a video with the answers (by following the given instructions) and sends it to the recruiters, analyzing the video and coming to a conclusion.
How to Conduct the Tests
Recruiters can use the existing test forms from the Test Library, customize it, or create and upload a new one. The test software providers offer technical assistance to recruiters, help them finalize the test form, conduct the test, and evaluate the results to shortlist candidates for the next round of tests/ interviews.
It is up to the recruiters to decide when they want to conduct pre-employment tests. While some prefer to use them as the initial screening method, others like to make them exclusive and use them during the final hiring stages.
Benefits of the Tests
- It takes around 45 days to hire a candidate. An enterprise spends anything between $1000 and $5000 in the process. By using pre-employment tests, the time taken to hire an employee can be reduced by 60%. In the same way, the cost of hiring is reduced by about 70%.
- The tests reduce the risk of human error in analyzing the candidates. There is no chance of showing favoritism while shortlisting the candidates.
- The software provider has a vast database with test forms belonging to most subjects and topics. Recruiters do not have to create a test form from scratch (unless necessary).
- Video interviews (offline) can also be included in the test form. This allows recruiters to compare the candidates’ performance and verify their IDs.
- Recruiters do not have to arrange for the tests on-site. They send the link to the test to the candidates through email. The candidates answer the test forms from their existing locations.
- The test forms can be easily integrated into ATS and LMS systems like Taleo, Bullhorn, Oracle, iCIMS, NEOGOV, and Outmatch.
- Pre Employment Test can be used by an organization belonging to any industry. From healthcare to travel to entertainment and IT, there are no exceptions.
Enterprises can streamline their hiring process by using pre-employment tests to filter and sort eligible candidates from the pool of applicants. Enterprises can contact the test software providers for more information and request a demo.
Featured Photo by Oleg Magni from Pexels