It is really challenging to check the ability of the candidates that sit in your recruitment drive. You cannot say how good a person is unless you have screened them fully. There are plenty of aspects that have to be measured and examined in an effective manner before you reach to any conclusion. Of course, you cannot always get the best candidates but you can try right? One of the most impactful tools that you can use for the examination is test. You can count on pre-employment tests to assess the calibre of the people you are screening for the role in your business.
The Еra of Тests
It won’t be wrong to say that this is an era of tests. There are many companies that are embracing not one, but multiple tests to find out the best talent for their business. Of course, it is a personal choice to have a test in the recruitment procedure or not. Whatever be the case, with tests you can be sure that you pick the right candidate
There are different tests and one such test is of cognitive ability. Talking about cognitive capability, it is a usual term that describes the process and outcomes of information processing: conceptualization, perception, problem solving and so on. This is a term that quite often gets used in psychological assessment as substitute for ‘intelligence’. This test scans encompass questions that can take a diversity of types depending on the type of reasoning ability that employer finds significant.
Most of the tests contain questions that can be considered as either: abstract, numerical, verbal, mechanical or spatial in nature. Some usual tests include questions of diverse types in same test whereas others may be particular. For example, a simple verbal ability test can just contain questions that are designed to gage your capability to understand and interpret data given in words. In case the test evaluates and measures cognitive skills such as attention to detail, writing, analytical thinking, and other job-related skills, then this type of test is helpful for you to evaluate whether a person has the set of skills to succeed before they get recruited or not. If you are looking for tests, you can start up with both Cognitive test online and offline. In this way you would be in a position to take the test in an effective manner.
Take the Right Recruitment Tests
Before you test the capabilities and calibre of your candidates before potential recruitment, make sure that the test you have installed is right for the ability check. You should know that the tests do work differently. In case these are well-designed, they can assist you in drawing more objective conclusions. The properly designed tests are valid that means these measure what these are designed to gage. The qualitative tests are reliable and hence produce consistent outcomes.
Same for Everyone
Other assessment techniques or methods such as screening calls and formless interviews can be partial. Interviewers ask different types of questions to different applicants and there is no consensus on how to rate the answers of the candidates. But talking about tests, these are standardized and managed in the same way to all the applicants. In case these tests are crafted as per the job-related criteria, these give everybody sitting in the recruitment procedure the same opportunity to succeed. Candidates who are intelligent and skilled would get through the test successfully and the others would fail.
To assess twenty traits during an interview would be time consuming and exhausting for both the candidates and interviewers. You can measure some of these traits easily via pre-employment testing. It is best to measure the job knowledge through tests to evade losing time in interviewing the candidates who cannot do the job. In this way, you would not be spending time on candidates who aren’t there for your business role.
At times even the experienced hiring team members have a gut feeling about specific candidates. Unfortunately, such a gut feeling is not always a good friend. It may lead them to the wrong assumptions if it takes the shape of unconscious bias. It is not even legally defensible. In case candidates decide to file a claim for discriminatory hiring practices, the company or business will have challenges defending the vague assumptions of their hiring team or manager.
However, tests, much like structured interviews, get you something tangible to guide your recruiting decisions. These do help you to be particular about your reasons for refusing candidates, instead of depending solely on intuition. It is better to have something in hand than to make mere assumptions.
Job Related Only
Unless you are making use of structured interviews, it is easy to lose from job-related criteria while you are interviewing candidates. But, tests can be picked or designed to concentrate solely on what really matters for the business role. The tests you pick are always related to the type of work the candidate would be doing if he gets selected. In this way the test solely inspects the calibre of the candidate in that specific area.
Remember that the tests you take should be job-related. The questions in the tests should measure strictly job-related characters that companies have recognized through job analysis. It is best to assess just the ‘must-haves’ for a role or a position. It is also good to use separate tests for the unrelated roles. The point is that it would be of no use if you are taking the wrong tests for the right candidate. You have to be really sure about the test you are taking before you begin to pick or reject candidates. Be it cognitive test or other tests; they have to be qualitative in their existence. If the test is qualitative, the candidates would get scanned in the right manner.
Thus, you can multiply productivity in your decisions once you have the right candidates on your working desks. Be sure about the recruitment procedure you conduct with the right tests and you would end up in flying colours.