Advantages and Features of Pre-Employment Skill Tests |
Posted: April 11, 2018 |
It is a highly competitive world! It is absolutely necessary to conduct candidate talent testing in every field. All potential candidates are made to go through a series of assessments which will test their skills and abilities in order to find out if they are capable of carrying out the job with perfect competence. This way that the employer ensures that the right kind of skill set combined with the right set of qualifications has been recruited into their organisation. There are several advantages and features of conducting such pre-employment skill-assessment aptitude tests and psychometric tests. (Information Credit – https://globaltalentmine.com/candidate-talent-testing-and-assessment) Uniformity of tests: Pre-employment skill-assessment tests should be such that it helps the management reach a definitive conclusion regarding the recruitment of candidates. Hence the pre-employment tests should not be in the form of unstructured interviews and random resume screenings. Recruitment tests should be ideally designed according to strict job criteria and administered in a way that each applicant gets the equal and fair chance of getting selected. Standardised pre-screening tests conducted by a central authority usually offers a fairer chance to candidates as they have complete objectivity and there is consensus regarding how to rate candidates. Time saved on interviews: A concrete way of conducting an initial assessment is one-on-one job interviews. This process of assessing the many traits of a potential employee usually end up taking take a significant amount of time and effort from both parties. Candidate talent testing not only assesses a candidate’s knowledge and suitability for the job in the best possible way. Typing tests, written communication tests, online aptitude tests and psychometric tests can help to assess the skills and pre-screen the potential candidates while also saving a lot of time on interviews which might have been conducted on otherwise unnecessary candidates. Measurable insight: The lack of quantifiable insights may lead to the selection of wrong candidates. A structured and standardised test eliminates the possibility of unconscious bias and enables the management to make the best possible decisions regarding which candidate would be best suited for the organisation. Thus, the possibilities of wrong hiring decisions which are often made from gut feeling are prevented from being made. Thus, these pre-employment aptitude tests are a much more streamlined and reliable assessment methodology. Strictly job-specific test: There are many types of pre-employment tests like personality tests, psychometric test, labour intensive tests like writing tests, problem-solving tests which can examine specific job-related traits of a candidate. The tests are designed in such a way as to focus solely on the job requirements at hand, the employer can choose to conduct the type of test that corresponds to the job profile of the candidate. That means he would assess the candidates on the basis of the specific skill sets that would be required in the particular field of the job. Aptitude tests and psychometric tests are quite common in every kind of hiring. This kind of talent testing had started getting conducted more than fifty years ago and used by several global enterprises.
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