<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

         11 Steps Towards a Transforming Assessment Experience

 

Today, there is a lot of buzz around the word "Candidate Experience". It does not simply begin the moment the candidate walks in the company premise rather it’s the very moment they read the job posting.

In a candidate driven market, where there is cut throat competition to attract quality talent, candidate experience can be a major differentiator.

Not to forget, the experience the candidate goes through during the first step of their Interview process creates a lasting impression about your company.

 Beginnings of all great things are small. Pre-employment testing is one of those small steps towards the hiring process which provides better candidate experience. We have spoken to 1000+ candidates and curated 11 stepping stones that an assessment must have which in turn will enhance candidate experience.

#1. Accepting details
Asking a lot of details even before the assessment starts may be a turn off for the candidates. A balanced approach mixed with a bit of empathy goes a long way in forging a bond with the future employees.

#2. Conveying clear objectives
Clear and specific objectives aka. The section Instructions and guiding notes need to be on point making sure the text conveys the right information. 

#3. Ensuring familiarity through practice tests
Are your candidates losing the track of time in understanding the platform? You sure need to give a tour first to help them familiarize before they get into their mind palace. Practice tests get your job done for understanding the whereabouts of the platform.


Practice Test

#4. Respecting candidate’s time

Timer

A prominent timer helps keep the track of time and notify when there are just some minutes left, however, highlighting it with bright colors might seem a bit of distraction when the focus needs to be at the peak. You might want to mellow the colors down but keep the presence of time felt.

Timer - Test

 

Split Screen

Scalable screen (Options as well as Questions) help in navigating through the answers without losing the sight of the question and time which specifically helps during coding assessments.

#5. Faster Response
As time is of essence in an exam, placing of any actionable element which is the immediate response must be placed as close to the content as possible. 

Faster Response

 

#6. Personalized touch
Giving the right instructions at all the required places does not leave the candidates wondering for the next thing to do. Don't forget to add that personalized touch that will maintain a positive view of the company.
e.g. A note mentioning the shortcut of intellisense while coding might mean the world to the candidate at that pressure point.

Personalized Touch

 

#7. A red flag
Displaying a flag for a question helps to come back to a difficult question later or identify the question which was missed while fast-forwarding before the candidate submits the test. 

Red Flag

#8. Flexibility
A way to deselect or reset the selected option could be a win when you are in a dilemma involving negative points.

Flexibility

#9. Intelligent Proctoring

Online invigilation enables the organization to scale worldwide – to run more exams and with a greater geographical reach.

Candidates benefit by being able to appear for their exam in the comfort of their own home. This is more relaxing than travelling to a test center, and a familiar and quiet environment helps them to concentrate during the exam.

Intelligent Proctoring

 

#10. Summarize
Summarizing the number of attempts and warning the candidates before the final click-"Finish Test" is needed to reflect back if any loose ends are to be fixed.

 

Finish Test

 

#11. Ask for Feedback
Finally asking for feedback is a chance for a candidate to explain if there are any shortcomings or concerns during the assessment. You can use this feedback to ensure a better experience for your future employees.

Feedback

If you have all the above points coupled in a single tool, you know you've got the power to a perfectly happy hire

Nidhi Puri
Nidhi Puri
Nidhi Puri is a Business Analyst at a pre-employment skill assessment company, Interview Mocha. She is passionate about analyzing her customer needs and leading them towards success with a much innovative and effective approach.

Topics: 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