Ten years ago less than 25% of large U.S. employers used pre-hire assessments. Today, that number has more than doubled, and continues to climb. While tests in general have been around for a long time, ever-growing technology and the ability to capture and evaluate big data is providing companies with more in-depth testing tools. These tests can more accurately gauge potential candidates in a myriad of ways, including aptitude, skills, workplace temperament, and various personality traits. Today’s tests can help predict potential on-the-job performance and retainability, as well as analyzing how closely the candidate fits the company’s hiring specifications. Ideally, using these tests will increase the number of satisfied employees as well as their job performance, and reduce turnover.
According to Frida Polli, co-founder of Pymetrics, which uses brain games to measure things like attention to detail and risk tolerance, “People have always wanted to find a way to assess someone’s cognitive and emotional traits in an objective way that might give them a sense of: What is this person really ideally suited for?”
Many companies agree. They want to know that candidates have certain skills, but this can be difficult to determine from an interview alone – especially when the interviewee is skilled and practiced in the interview process. Interviews are an essential hiring tool, of course, but they are subjective. Tests and assessment tools offer a more objective approach and help balance the equation. In many cases, the tests also provide suggestions for personal development and effective training styles.
Companies can’t just randomly apply tests, however, and expect great results. To gain the most benefit and result reliability, they need to have written detailed job descriptions, and established ideal candidate profiles that align with the company’s success criteria. Furthermore, tests/assessments must be consistently conducted in a standardized format to all candidates.
There are multiple pre-employment tests available. Usually designed by PhDs who specialize in analysis and testing, they measure a variety of criteria, such as:
- Communication skills
- Leadership or management potential
- Sales proficiency
- Interpersonal skills – both with coworkers and in customer service
- Intelligence – academically and emotionally
- Common sense and reasoning skills
- Skill-aptitude in various areas – for example, Clerical, Assembly, Mechanical, Typing, Math, and Light Industrial
- Potential for job success
Furthermore, high quality tests/assessments are designed to perceive when a candidate is answering honestly or trying to “fit” their answers to what they think the company wants to hear.
Although they come with a standard measurement key, companies experience the greatest success when they establish their own standards for scoring. This is accomplished by testing their current top employees – particularly those who have been with the company long-term and are thriving – to determine a low to high acceptable range in test “results”. By using this as their bar, most potential candidates who score within this range, will fit into the company well and succeed.
The purpose of this blog was to give our clients and overview of assessment testing. Whether you rely on Robbins Staffing to do all your screening or prefer to do additional assessments designed specifically for your company, Robbins Staffing is here to serve your needs. We specialize in matching each of our clients with employees who are a best fit for your open positions. Contact us today and discover how we can serve you.
