Using new assessment tools will help you find the right hire!

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.

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