Companies that have developed job descriptions and candidate profiles that are detailed and well-aligned with success factors for jobs will have the most useful output from talent assessments. Organizations must be careful to conduct assessments in a consistent, standardized manner to generate reliable results. Ethical hiring standards dictate that assessments be delivered to all candidates for a particular job and not applied selectively. Alternate names: Pre-employment tests, employment screening tests, employment assessment tests How Do Talent Assessments Work? Talent assessments are used as part of a screening process that helps employers to decide which candidates to interview. Many talent assessments are given online, or in a company or store office via computer or a hiring kiosk. They are typically incorporated into the Applicant Tracking Systems (ATS) employers use to track applications. Others may be conducted in person. While applying at one of the companies that use online talent assessments, the entire hiring process leading up to interviews is handled via the internet.
After an In-Person Interview Still, some employers prefer to hold off on assessment testing until they've met with their candidates for in-person interviews. Administering pre-employment assessments at this phase of the hiring process also works well in terms of candidate engagement. Candidates tend to be more likely to follow through with and stay engaged in the assessment process when they've made significant contact with the hiring manager or company and feel that there's a strong chance they are being considered for a role. This approach should include a careful review of time constraints and other resources as this method of evaluation will naturally demand more time interviewing and assessing candidates who might turn out to look good on paper but not quite meet all of your qualifications once the initial in-person interview has been conducted. Other Considerations We typically recommend testing as soon as possible or as soon as is relevant in the process. If you're hiring for a position that requires a hard set of skills, utilize a skills test off the bat so you only end up truly evaluating those candidates who meet your basic criteria.
To test or not to test is obvious at this point, right? OF COURSE, we are going to advocate that you TEST, TEST, TEST AGAIN, and do it often! The real question, though, is when's the best time to test your candidates using pre-employment assessments? This is a very common query that comes up regularly during our chats with clients. Ultimately, each client's process is going to look a little different, so we've assembled some common scenarios and suggestions. Please feel free to comment and let us know where you fall on this spectrum and how your placement of pre-hire testing is working for you! Upon Applying Some employers prefer to start off the process with an assessment test. In this case, after applying for a position, the candidate is automatically sent an assessment test. This pre-employment assessment test functions as part of the process, much like the filling out of the application or form on the employer's job page. This way, the employer receives the applicant's assessment results as part of their resume or application submission, in one complete package, for further evaluation.
Again, doing it this way works great for positions where there are a lot of applicants to get through, or where a very specific set of skills or criteria are required. After Brief Phone Screen Using assessment testing after screening the candidate's resume and interviewing them over the phone is another great way to move the process on to the next step. In fact, this is one of the methods that we most commonly use in our own recruiting process. At times when it's necessary, we will also use skill tests to pre-screen candidates. Once that step is complete, a phone interview takes place. If we are still impressed after the phone interview stage, we will send our candidates more in-depth assessments. Using testing after speaking with a candidate allows us to invest the bulk of our resources only in the candidates we've spent some time with and are strongly considering. One of the strengths of this approach is that you'll likely have an increased level of engagement with your candidates, which increases the chances of them actually completing the assessments.
Be Honest: Talent assessments and personality tests are supposed to provide an honest assessment of your skills and potential for cultural fit. Fake your answers, and you might land the job only to find yourself miserable after a few months and back on the job hunt again. Key Takeaways Talent assessments are tests used by companies to evaluate whether a job candidate would be a good fit for a particular position. You might take a talent assessment online or in person, depending on the company and the job opening. Once you take a talent assessment, the company will evaluate the results as they consider you for the position. There may be a waiting period before you get results, or you may not get the results at all. Talent assessments should be administered equally to all applicants.
Talent assessments help companies test applicants for employment to determine if candidates are a good match for their job vacancies. Companies who conduct talent assessments are seeking applicants that match their hiring criteria. Learn more about talent assessments, how they work, and what kinds of questions they may include. What Are Talent Assessments? Talent assessments are used to help employers identify candidates that will be a good fit for employment at their company. Many large companies use pre-employment testing to assess whether the personality, work style, knowledge, or skills of candidates fit the job at hand or company culture. These tests help predict a new hire's on-the-job performance; applicants who pass the screening test should perform better as employees if they're hired. Talent assessment tests are based on hiring and retention case studies and analyzing employee data. The test results will give the company an indication of how close a match the candidate taking the test will be to the company's hiring specifications.
After the Test After you take the test, you may be told immediately whether you passed or failed, or you may not learn how you did. In some cases, you will be notified if the company is interested in hiring you. In other cases, you may not hear back at all, depending on company policy regarding notifying applicants for employment. Pass or fail is a relative term. The results are based on how the employer thinks a candidate should answer, which doesn't necessarily correlate with your qualifications for employment. In many cases, the company is looking for a certain type of employee that is a fit for their organizational structure and company culture—not just someone who has the required skills and abilities. Companies often have a waiting period before applicants who don't pass the test can take it again. Details on retaking assessments should be available on the company website. Sample Assessment Questions What best describes your experiences providing feedback to others at work? You do not have experience.
You have provided feedback to co-workers. You have provided feedback to people working for you. You have given feedback to direct reports about their performance. You have set standards to achieve optimal feedback. It is best to analyze all the facts before making a decision. Strongly disagree Disagree Neutral Agree Strongly agree Select matching terms to fill in the blanks: _ is to water as eat is to _. Dog - cat Foot - hand Woman - office Drink - food Ocean - mountain Tips for Taking Talent Assessments Do Your Homework: If you're applying for a large, well-known employer, you may be able to get the inside scoop from current and former employees. You'll likely find accounts from employees on Reddit, Quora, LinkedIn, and other social media and message boards. Prepare: If you're taking the test at home, make sure that you have time and space to complete it to the best of your abilities. Don't try to dash off answers at the kitchen table during dinner prep. Take the process seriously, and you'll produce better results.
Job postings are listed online, candidates apply online through the company website, and then they take the talent assessment. Taking the Assessment Applicants either take the test when they apply online or are directed, via email or the company website, on how to take the test. Tests may be hosted on a third-party website which gives instructions on how to access and take the test. Some employers will use job simulations that are designed to measure whether candidates can perform tasks associated with the job. For example, an employer might ask a staff member to roleplay scenarios with candidates to assess sales, problem-solving, verbal communication, or counseling skills. Candidates for administrative or clerical staff positions might be asked to perform tasks that assess their typing accuracy and speed, as well as proofreading, writing, and editing skills. For jobs that require physical ability, employers might set up simulations to assess strength, dexterity, or endurance. For teaching or other jobs that require public speaking skills, employers might ask candidates to teach a lesson or give a group presentation.
No significant time investment is required on the employer's part when assessments have been distributed this way. This works great for positions where job ads tend to garner a lot of resumes, like customer service or administrative roles. Testing candidates before taking any next steps allows employers to screen out candidates who don't meet their basic criteria in terms of passing an attention-to-detail or other type of skill test. If your candidate struggles to pass your screening assessment, they fail to move on to the next step of the hiring process. Simple. After Reviewing the Resume Some employers prefer to send their applicants a pre-hire assessment test after reviewing their resume and determining that the candidate looks to be a potential fit for their position based on their application, resume, education, and experience. Know what to look for on a candidate resume? Check out our Resume Checklist and become a resume scanning pro! This method, like the one above, also allows employers to use assessments as a screening tool.