If your organisation is ready to hire new employees but does not have a clear idea of how to hire those who have the right skills to get the best team on board. It is better to make your assessment up to the mark so that you do not miss the opportunity to hire the best professionals who would be an asset to your company.
There is a saying that, “Great things in a business are never done by one person. They are done by a team of people,” and therefore getting the people for your work is a crucial step towards achieving your ultimate goals with minimum friction. Therefore, it is important to know the tips to hire more effectively, and this is possible if you are aware of the things you need to know to prepare an effective pre-employment assessment.
However, if you are someone who wants to know about the tips to determine that the pre-employment assessment happens effectively, you are in the right place. Today, we will discuss some of the best tips to make the pre-employment assessment more effective. Without wasting your time, let’s get to the point.
How to choose the right method for the pre-employment screening?
The method of selecting the right pre-employment screening is to first understand your hiring needs and your capabilities. An effective skill assessment is required in case your organisation hires people who do not have the right attitude to work in a team.
Suppose you have two candidates to hire, and one-out-of-two candidates is not compatible with working with your existing team. On the other side, the second candidate needs little training but has the right attitude to work in a team, so it is better to hire the second candidate.
In simple words, a person having the inherent personality trait of an independent worker who isn’t compatible doing teamwork isn’t preferred in projects where collaborative working is required.
Also, when it comes to developing an effective pre-employment test to make a positive team culture, you should focus on factors like emotional intelligence and personality tests to see whether the candidate is fit for your office culture or not.
During the Pre-employment screening, you can use single and combined screening methods to execute skill assessment with an integrity test.
Common Types of Pre-employment Tests You Need to Know:
- Test related to their physical ability.
- Test related to their emotional intelligence.
- Integrity Test.
- Test related to their job knowledge.
- Test related to cognitive ability.
- Skills assessment test.
- Personality test.
Pre-Employment Steps to Hire More Effectively:
- Measuring the physical ability: Sometimes there are a few physically demanding roles and the candidate needs to be physically active and should have cardiovascular balance and endurance. However, various organisations should follow the right steps considering the anti-discrimination laws, before performing any physical ability tests.
- Testing emotional intelligence: There would be a time when you might not get along with your co-workers, but still you need to work with them for fixed hours daily. So, you need to see whether the candidate’s emotional intelligence allows him/her to be professional and able to focus on their work in such situations. Emotional intelligence tests are also done to measure how well the candidates are able to manage their emotions in various situations, like negotiation.
- Integrity Test: Integrity test is done for various job roles. However, this type of test is generally considered if you are hiring for a position of trust. Job roles that require the candidate to work with sensitive data, where they need to handle money and many more. Integrity tests are also done in a situation where a person commits fraud like health workers and other professions where people are more likely to commit fraud. Therefore, integrity test is beneficial during tech recruitment, where the role of trust comes to play because their candidates have all sorts of power to commit fraud with the sensitive data.
- Knowledge related to the job: A job knowledge test is considered understanding the theoretical knowledge of a candidate related to their job role. There is a difference between practice and theory and, therefore, it is also important to measure both sides. For example, you can ask a question related to the various elements related to social media that can be helpful to build a social media post from a candidate whom you are going to hire for a social media manager position.
- Cognitive ability test: When you are hiring candidates at a workplace, there are no IQ tests to measure someone’s intelligence. As an alternative, they use cognitive aptitude and cognitive ability tests to measure the problem-solving capability of the candidate. These types of test help to understand their way of understanding new skills and information. Cognitive ability tests include various assessments as numerical, problem-solving, spatial awareness, verbal and abstract reasoning, memory tests, and mathematical ability-related tests.
- Tests for skill assessments: This skill assessment test is helpful to measure the candidate’s performance in tasks that are related to the job role they are applying for. For example, a content writer is given a few topics before they are hired for the content writer position as a pre-employment assessment. But, there could be end numbers of job roles and therefore the skill assessment test considers various types of skills like soft skills, teamwork, technical skills, communication, and leadership skills. As per the professionals, even some of the best coders cannot be the best employee if they lack crucial skills like working with a team, lacking soft skills and empathy. Therefore, tech recruitments are not easy because you need both the best coders and a person who posses skills to work in a team.
- Personality test: This test is helpful to measure job performance to understand whether the candidate will be eligible to work with the team. Personality tests are also designed to predict their behaviour in different situations. These types of tests are also important to measure the candidate’s ambition, response to feedback or criticism, work ethic and flexibility.
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