There are a variety of ways to set up a skills test – and we’ll get into the mechanics of how to actually run the assessment in the next section. In designing a skills test, combine different types of questions to get a 360-degree view of how a candidate will perform in different scenarios. Skill testing works best when the questions being asked are specifically crafted to the role and needs of the team hiring the new candidate. Here’s how skill testing works, and why more companies than ever are starting to integrate skill testing into the recruitment and hiring process. More so than resumes or job interviews, a skills test can assess the true potential of a new hire to go the distance with the company. Overall, skills tests can play a critical role in predicting on-the-job success. Such tests efficiently weed out the least-suitable applicants, leaving a smaller, better-qualified pool to undergo the more costly personalized aspects of the process.” Research by John Bateson, Jochen Wirtz, Eugene Burke and Carly Vaughan via Harvard Business Review “Many service companies, including retailers, call centers, and security firms, can reduce costs and make better hires by using short, web-based tests as the first screening step. Yet, 89% of those surveyed said they have a “very or somewhat difficult time finding people with the requisite attributes.” Where traditional hiring methods fall short, a skills test can easily clarify a candidate’s true talent. These qualities are sought after by executives at more than 900 companies, according to a Wall Street Journal survey of executives. While skills test cover task-related abilities, like coding, copywriting, or sales, some pre-employment assessments integrate the less tangible capabilities – things like teamwork and leadership. Related: Should You Use Psychometric Tests for Hiring? A personality assessment varies from a skills test in that it predicts how a person will behave in a specific scenario, rather than their ability to complete a task. Other types of job-readiness evaluations deploy validated psychometric assessments to identify those in-demand soft skills: things like motivation, conscientiousness, resilience, and emotional intelligence. Many skills tests include immersive experiences, like coding challenges or job simulations, to mimic how a candidate performs when faced with a real-life scenario. Questions should also be specifically tailored to relate to the responsibilities of an open position. A good skills test includes questions that are capable of being answered by someone already doing the job and can accurately measure key performance metrics. Typically, a skills test asks a variety of questions in different formats to see how candidates perform on-the-job tasks. What is a Skill Test?Ī skills test is an assessment used to provide an unbiased, validated evaluation of a candidate’s ability to perform the duties listed in the job description. Here’s how to use skills assessments to fill your open positions, no matter how many applicants you are dealing with. Candidates who are hired on merit, rather than background, tend to stay longer and perform better over the long term. Skill testing can give recruiters a competitive advantage in today’s job market. But you need to balance that with finding the best talent for your role. In a candidate short market with high levels of competition for top talent, it’s more important than ever to create an engaging and human candidate experience.
0 Comments
Leave a Reply. |