When you use strategic assessment tools, you help find the right hire.
Having the right assessment tools can make hiring a lot easier—and a lot more successful.
Qualification tests help streamline the talent pool, and offer a peak into the quality of the candidate who wants to join your team.
Here is a quick overview of different assessments tools you can use, beyond the basic job interview:
Qualifications Screens are simple questionnaires. They determine if an applicant has the minimum requirements to perform a job (availability, minimum age, years of related experience, etc.).
Job Simulations / Work-Sample Tests These require the candidate to actually demonstrate or perform job tasks. Simulations may be conducted: as written tests, as role-playing exercises, on a computer, or even in real-life conditions.
By design, they show a high degree of job-relatedness.
General Abilities Tests – Used for entry-level jobs or for applicants without advanced degrees. They measure broad mental abilities such as reasoning, quantitative, verbal, and spatial abilities.
Specific Ability Tests – A test for distinct mental and physical abilities. These could be typing speed, reading comprehension, strength, and mechanical aptitude.
Knowledge and Skills Tests – These tests how much an individual knows about a very specific, advanced subject area. An industry such as software programming or mortgage laws. Knowledge tests are similar to specific ability assessments, but examine more sophisticated skills.
Talent Measures / Personality Inventories – This measures a candidate’s natural personal characteristics.
They could be: leadership and management skills; problem-solving ability; motivation; self-confidence; and communication styles.
Culture Fit Inventories – To assess how well an applicant will fit into your corporate culture and work environment. This helps to ensure organizational commitment.
Background Investigations – To gather information from outside sources, such as former employers and police records. Employment, criminal record, and reference checks all help employers avoid potentially catastrophic hires.
Drug Screens – These use a physical specimen from the candidate (hair, urine, etc.) to determine past drug or alcohol use. Employers use drug screens to prevent industrial accidents, work-related injuries, and excessive absenteeism.