Things to Know When Conducting Test For Employment

The worst thing that can happen for an enterprise is to hire an employee for a job after a series of tests and interviews only to realize that the person does not suit the job or the working environment. Imagine hiring a sales representative who turns out to be an introvert and cannot speak with strangers.

One might wonder how the recruiting team did not identify the differences during the hiring process. But when a team conducts interviews for dozens of candidates with an almost similar set of questions, it is easy for the element of human error to slip in. Answering questions in an interview or test can be easily managed with some practice.

So how do enterprises and organizations find a solution to this problem? The cost of a bad hire is as much as the first year’s salary of the employee. Can enterprises continue to invest in employees who are wrong for the job? How would it affect the overall performance of the enterprise if the percentage of a bad hire was more?

Here comes another question about formal background checks about the candidates. Can enterprises be assured that they will be able to comprehensive information about the candidate from these checks? Enterprises need a solution that can answer most of their questions and ensure that the percentage of a bad hire is reduced.

One such solution is the pre-employment assessment tests. These tests are different from the regular hiring tests in many ways.

  • Pre-employment tests are conducted by companies that deal exclusively with the said tests.
  • The tests are conducted online, allowing candidates to attempt them from their locations. Enterprises need not arrange for the infrastructure to conduct the test.
  • The test forms can include interactive media and real-time scenarios instead of the standard multiple-choice questions.
  • Enterprises can customize the test forms or can opt for the existing ones depending on the job specifications.
  • The test forms are analyzed based on pre-defined parameters, thereby eliminating human error.
  • The parameters can be defined by the enterprise o by the companies which conduct the pre-employment tests.
  • There is no limit to the number of candidates who can attempt the test for employment, though it is suggested that the test be conducted for candidates who have the potential to be shortlisted for the next rounds.
  • The duration of the test and the difficulty level decided in advance will ensure that only the candidates who are capable of converting their theoretical knowledge into the practical application will be able to clear the test.
  • The pre-employment test can be a mix of two or more types of assessment tests. Understanding the behavioral patterns of a candidate is as important as analyzing their knowledge and skills.
  • The HR team can coordinate with the Test Advisor of the companies to finalize a test form that meets all the standards.

There are some factors enterprises need to keep in mind while creating the test form.

  • The pre-employment tests should not take up too much of the candidates’ time. Any test that goes on for hours is not recommended.
  • The test for employment should not become the work product of the enterprise. There are many ways to assess the skills of a candidate. Asking them to create something for the enterprise and using it will reflect badly on the enterprise.
  • The tests should be related to the job directly. Including a few questions about basic skills is understandable but asking an accountant to identify code for webpage might be taking things too far.
  • The tests should focus on the core competencies required for the job for which the candidate has applied.
  • The tests do not guarantee 100% accurate results but they do minimize the extent of human error by involving computer systems.
  • Enterprises can also conduct video interviews with the help of these companies. It is advised that instead of a standard set of questions for each candidate, the HR team should create different questions for different candidates.
  • This can be done based on the results of the pre-employment tests. By asking leading questions, the HR team will be able to understand the thought process of a candidate.
  • Enterprises should have a clear idea about why the pre-employment assessment tests are being conducted and what they want from the tests.
  • There are various kinds of tools available for various issues. Understanding the issue will help in identifying the right tool. Selecting a test that fits the exact specifications of the job is crucial.

Most importantly, in this ever-changing world, it is important to hire employees who are capable of learning and adapting to new developments with relative ease.

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