<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=555865791448670&amp;ev=PageView&amp;noscript=1">

Hire job fit candidates. Faster.

All Posts

Employees are the key to a successful company, but why or how?

Because it assumes that the employees are good. Good employees are the key to a successful company. The wrong employees can be the source of a company’s downfall. Hiring the wrong candidates can become a massive issue for an organization. That’s why you need to take extra care when hiring. You need to find the best of all.

So, what can you do to ensure that your company is the one getting the best candidates? How can you be certain that you’re hiring someone that will do the job better than anyone else? It’s at this point that we turn our attention to pre-employment skill testing.

pre-employment skill testing

 

Pre-employment skills testing is an increasingly adopted tool among hiring managers, with stellar results in increasing accuracy, reducing costs and speeding time to hire. According to a survey by the American Management Association, “Almost 90 percent of firms that test job applicants say they will not hire job seekers when pre-employment testing finds them to be deficient in basic skills.”

For those not convinced they should add pre-employment testing to their hiring process, here are ten reasons to sway you.

1. You can eliminate up to 50 percent of unqualified applicants in the initial screening ultimately decreasing the possibility of bad hire.

2. You can reduce up to 90 percent of time spent on the unnecessary elements in the hiring process that directly increase the costs on low-value aspects of recruiting.

3.  A study revealed, there are 75 percent greater improvements in hiring manager satisfaction.

4. You will be able to double your success rate for hiring with just a few carefully designed assessments.

5. Reducing the time spent on unwanted activities will lead you and your team to focus on other important tasks, increasing your productivity.

6. Employers can increase the likelihood of hiring high-quality candidates by using pre-employment tests to help screen and select the best candidates for jobs.

7. Pre-employment skill testing can assist you in achieving the proper job fit between the applicant and the job you are hiring for. Matching the right applicant to the right job leads to increased employee satisfaction, increased productivity, and reduced employee turnover, which can be costly for any company.

8. Even though screening tests are occasionally challenged in court, companies can reduce their legal risk by ensuring test validity and reliability, by making sure tests do not cause a disparate impact on minorities or protected groups, and by consistently applying tests to all candidates.

9. Are pre-hire assessments unfair to candidates?

NO. Pre-hire assessments give a fair shot to all candidates to prove themselves beyond their resume with a standard test. Job seekers get the benefit of rapid screening, helping them figure out where their "perfect job" may be.

10. Pre-employment testing removes a lot of the opinion and personal bias from hiring which allows for better decision-making. Objective hiring based on scientific test results can protect you from lawsuits in the event an unhappy applicant makes a claim.

The Big Question

The big question still exists; can you find better candidates by using pre-employment testing? If you hired someone without doing it, who’s to say they’re not the best candidate? And, from another point of view who’s to say the candidate you hire, after testing, is, in fact, the best one?

There are so many questions to ask and so many answers to these questions. Firstly, testing your candidates is a fantastic way to learn more about them. You can easily identify whether or not someone is strong at applied skills, or how they communicate. All it takes is a few questions and you can build a profile of somebody. You’re in a much better position to be confident with your hire. If you don’t do these assessments, you will know a lot less about the candidate. It can be argued that you are taking a risk by not making them do candidate skills assessments.

Conclusion

“Skills” or “competencies” needed are common from job to job.  Attention to detail, time management, cognitive thinking, problem-solving, and learning agility are skills that help us in nearly any job in business. But you can get far more specific.

The assessments (tests) should be chosen in such a way that can save your time and money in the screening and ultimately finding people with a strong fit for the job.

Pre-employment testing does benefit the hiring company. You’ll be hiring people that fit the job, and your company. Plus, you have the added benefits of it being cost-effective and efficient. These tests take an average of 20-30 minutes; they can be done pretty quickly. If you want the best candidates for the job, it makes sense to consider pre-employment testing.

Start evaluating Interview Mocha's pre-employment testing software for assessing skills of the candidates. Interview Mocha has over 200+ ready to use skill tests and provides the flexibility of custom test creation. Interview Mocha offers online testing software to hire quality candidates and reduce administrative hassles in hiring

Start testing today!

Online Assessment Software

Nikita, Interview Mocha
Nikita, Interview Mocha
Content Writer at Interview Mocha

Topics: Recruitment, Pre-Employment Assessments

Related Posts

Benefits of One Way Video Interview!

Human civilization has had technological advancements one after the other over the years. These advancements have taken over the recruitment industry too. The recruitment industry has come a long way, refining and making its recruitment process more advanced and easier for both candidate and management.

Recruitment Trends To Expect In 2020!

In recent years the recruitment process has evolved and continues to do so! It is all about data-driven recruitment now, with a pinch of human emotions! Many new trends came in the recruitment industry over the past couple of years, years pass and trends change!

Employee Engagement Trends to Watch for in 2020

In a landscape full of expensive work laptops, catered lunch, and other fancy benefits, engaging employees today is harder than ever. Despite these perks, however, the New York Daily reports that 70% of US employees are miserable at work. This is a large indicator of how leaders are still having trouble stimulating engagement with today’s employees, which is a workforce more diverse and younger than ever before. As new developments in technology and social norms occur at such a rapid pace, keeping up with the changing workforce and knowing how to engage employees can get a little difficult. That said, we’ve outlined a few ways you can stay ahead and have listed the incoming employee engagement trends of 2020. Be sustainable The millennial generation, who are in-line to be the next executives, want to work for companies who are sustainable — and the numbers don’t lie. A survey conducted by Swytch found that out of 1,000 employees, 70% are more likely to work for a company that has a strong green footprint, with 30% leaving a company due to not having a corporate sustainability agenda. Fortunately, it’s not that hard for companies to adapt — even using renewable energy is something that most companies can do, as it’s not as hard nor as expensive as it was before. In fact, thanks to decades of improved technology, Marcus notes that it's cheaper than ever to generate power from a solar grid. This is mainly because the cost to make it has lowered, making it possible for solar-powered projects to thrive, and companies to get into sustainability. While it isn’t meant to be a marketing scheme, being sustainable also provides an opportunity for outward marketing and branding as well. Offer remote or flexible work schedules Today’s generation highly values a work-life balance, and by offering remote or flexible work options, you’re fostering a culture that values these principles. This will increase employee retention as they see their employers value the same thing they do. Not to mention, quality of work and productivity will increase as granting them control over their time lets them choose the work times and environments that are best for them. If you want to start offering flexible work schedules, transitioning isn’t as hard as you think. Our article on ‘5 Ways to Effectively Improve Employee Engagement’ explains that you can start by offering telecommuting days, which lets employees work from home for 2 or 3 days a week. Download time-tracking tools and messaging apps such as Slack or Microsoft Teams to make collaborating and transitioning easier. Remember to also train managers to handle their new team of remote/flexible workers, as managing a flexible workforce isn’t the same as a traditional one. Provide opportunities for growth With the current technology, employees have an easier time developing their skillset — but they don’t want to do this without an opportunity to grow. Providing employees a clear path for growth along with some guidance will make them more motivated to reach higher and engage with the company. Without this, employees will become stagnant or feel demotivated as there are no goals to reach within the company. That said, make sure to pair your employees with mentors, or let them know about the next step in the corporate ladder and how to reach it. Provide seminars, give them challenging tasks, and let them have more opportunities to grow through conventions or events. An employee who feels like they’re valued by a company enough for the company to invest in their growth is an engaged one, and there’s no better way to do this than to give them opportunities