Understanding Job Recruitment Assessments

Job Recruitment Assessments: What Are They?

Recruitment assessments, also known as pre-employment tests, are standardised tests that recruiters use to determine whether an employee is a good fit for their firm. The tests measure specific skills, abilities, personalities, traits, characteristics, work styles, and knowledge that are essential for the workplace.

Based on the test results, recruiters and human resource departments can improve the quality of hire, increase the odds of new hire success, and reduce the administrative burden and long-term cost of hiring the new employee.

For instance, recruiters such as Sky Staffing Solutions can use personality questionnaires to select candidates with specific traits essential for their workplace cohesion. Alternatively, they can use situational judgment tests in workplaces that require employees to make judgment calls on a regular basis.

The test can be administered at any stage of the selection process. In most cases, however, the tests occur during the early stages of recruitment as they help to create a relatively optimised list of candidates.

Types of Job Assessments

#1: Skills Assessment Tests

Skill assessments are designed to test a candidate’s ability to perform a specific task that will constitute part of their responsibilities. This might be writing assignments for content writing candidates or coding challenges for software engineers. Skill assessment tests might also include elements that test one’s critical thinking.

#2: Personality Tests/Questionnaires

Recruiters use personality tests to predict the behavioural and character traits of potential recruits to ensure they align with the company’s values and the needs of the position. Some of the commonly used personality tests include motivation tests, the Myers-Briggs Personality Type test, and the Big Five Model.

#3: Integrity Tests

Integrity tests can be administered as part of the personality test or as a stand-alone test. Such tests, including covert (personality-oriented) and overt integrity tests, assess an applicant’s tendency to be trustworthy, honest, and dependable.

#4: Cognitive Ability Tests

Cognitive ability tests include tests like aptitude tests and IQ tests. These tests are designed to measure the candidates’ cognitive abilities and thought processes. For instance, aptitude tests test candidates’ thinking, mathematical, logical, and verbal skills. These tests allow recruiters to predict the candidates’ ability to learn new things and solve problems.

#5: Job Knowledge Tests

These tests are designed to test a candidate’s current knowledge, skills, and abilities based on their area of expertise. They are helpful for firms looking to recruit specialised candidates.

#6: Emotional Intelligence Tests

EI tests are used to predict a candidate’s ability to recognise and control their own emotions and recognise emotions in others. Emotional intelligence is predictive of the candidate’s ability to navigate conflict in the workplace and their social skills and ability to collaborate with others.

#7: Physical Ability Tests

Physical ability tests are performed for jobs that are physical in nature, such as delivery jobs, construction, and warehouse personnel. The tests are used to determine a candidate’s suitability for a role based on their balance, muscle power and tension, flexibility, and cardiovascular endurance. In some cases, it might also include drug tests and thorough medical exams.

Other types of job recruitment assessments include game-based assessments, situational judgment tests, inductive reasoning tests, numerical reasoning tests, and verbal reasoning tests.

Best Assessment Tools for Recruiting

With an array of recruitment assessments available to recruiters, they can pick and choose the assessments that meet their needs. Equally, recruiters have a wide variety of assessment tools they can use. Some of the best assessment tools recruiters have at their disposal include:

  • TTI Success Insights
  • HR Avatar
  • Skillsarena
  • Aspiring Minds
  • HireSelect® by Criteria Corp
  • TestDome
  • IBM Kenexa
  • ThriveMap
  • Codility
  • Cubiks
  • Athena Assessment
  • Sales Assessment by the Objective Management Group (OMG)
  • Saberr
  • Berke

Why Recruitment Assessments are Essential Tools for Recruiters

Investing in pre-employment tests is a great way to improve the quality of hire and reduce the administrative burden a company incurs. Case-in-point, administering amplitude tests will narrow down your talent search to individuals with high cognitive abilities. Naturally, this will reduce the number of interviews recruiters conduct, therefore reducing the cost of recruiting.

However, the savings do not end with saving resources and time during the interview stage. It also extends during the onboarding stage and later on. For instance, making high-quality hires reduces the resources dedicated to training your new employees. Once the new employee settles in, the organisation also benefits from reduced administrative costs.

What Can Candidates Expect During Assessment Tests for Jobs

For the most part, candidates can expect to complete the test online under flexible timelines. For example, they can choose to perform the test any time they are free. Additionally, most tests allow candidates to perform the test from anywhere, as long as they have a stable internet connection. In some tests, the candidates are immediately given the results. However, some test results are sent to the recruiter only, and the candidates wait for the recruiter’s feedback.