<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

With so many pre-employment assessment software available to solve specific problems; it is not unusual to find yourself overwhelmed in finding the right assessment tool according to your company needs.

That's why choosing the right type of assessment software available in the market is so important.

Why are assessment tests required?

Assessment tests help to evaluate candidates whether they will be able to perform, fit into the culture, work as a team, handle the pressure and follow an ethical approach.

 pre-employment assessment types

 1. Integrity tests - evaluates ethical views

Are they ethical, honest and trustworthy?

Given a chance will they rob the company?

Will they lie to team members and manager?

Will they follow unethical practices to get a promotion?

These are the problems that a company has to face after a candidate is hired. Integrity tests can help you for the same.

Questions are designed to assess candidate:

  • misuse of company resources
  • using unethical practices
  • trust with confidential information
  • personal responsibility

But here is the problem - faking the answers is really high and the tests can’t really evaluate if the candidate has made up things or is actually telling the truth.


2. Emotional intelligence tests - evaluate behavior

Evaluate candidates behavior in particular situations. Emotional intelligence is one of the sought after skill by the HR's after the job-specific skills.

Team efforts are given more importance and a candidate who can work in a team while creating a positive environment will be an added advantage.

Questions are designed to assess candidate:

  • stressful situations
  • working with a diversified team
  • handling challenges

But here is the problem - Emotional intelligence is something that can be shaped by the company's culture is good and the candidate has the right attitude for it but again evaluating (EI) through a test won't give you accurate results. Moreover, they can misguide you about the candidate’s behavior.


3. Personality tests - evaluates cultural fit.

Personality tests present insights into candidates cultural fit. HR's create tests that have a combination of questions from personality, integrity and emotional intelligence.

Not really effective as misrepresentation of answers is again a big question.


Why these 3 pre-employment assessment tests are not that effective?

Why do you want to use pre-employment assessment software? So that you will be able to assess the candidates in the right way and hire those who fit into your criteria, right? And here's the problem

It's better to assess the personality of a candidate through interviews where you will have a better chance to evaluate a candidate by checking their expressions, voice tone, answers depth, and your own gut feeling.

These parameters are important while hiring a candidate but the availability of the right software is still missing. It’s far better for humans to keep on assessing candidates behavior than software or AI (at least for now).

(If you do get to know about a software that can overcome these challenges let me know I will update this article )

That’s the main reason why your focus for the pre-employment assessment software should be on job specific skills, cognitive ability, and IQ assessments. You can check why Pre-employment Skill Tests Deliver Better Results than Personality Tests.


4. Job-specific skills tests - evaluates fundamental knowledge

Combine the knowledge of your particular job role and add specific soft skills you think a candidate will need to be successful and you will create the right skill assessments to evaluate candidates skills successfully.

To create the right skill assessment test you also need to understand the science used behind it and Voila! You won't feel the limitations expressed by many.

Let's discuss the limitations and how can they be solved -

  • Skills assessment tests are time consuming -

This is applicable to only those recruiters who are not using the right assessment software. Ready-made assessments that are customizable can be created within 5 mins.

  • Candidates leave because tests are time-consuming and boring -

Candidates leave only when assessments are not fun, wrong questions are asked and the duration of tests is more than required.

But if a test has questions that are engaging, related to the topics they are being hired for and duration is short you will see a really high no. of candidates completing the tests.

  • You need time to evaluate results -

With so many powerful analytics that give candidate's information of each and every single skill with comparison to other candidates in less than 2 mins, you will never have to evaluate results on your own.

  • Job skill tests can't really predict candidates actual performance -

Job skill tests are given to check if the candidates have the right knowledge of fundamental theories and help to shortlist and interview only the right candidates. It is not a replacement of face to face interview or an accurate predictor of actual performance. With different simulators now being available, it is really easy to check the actual performance of candidates as well.

If you still have some confusions as in why using job-specific tests are so important, Do write in comments.


5. Cognitive ability & IQ tests - evaluates learning ability

A part of job-specific skill test is Cognitive ability or IQ tests that can offer you insights into candidates learning ability.

The Merriam-Webster dictionary defines ability as "natural aptitude or acquired proficiency."

These tests can help you hire for any position and can predict how quickly a candidate will learn a job. Fresher’s and experienced candidates who don’t have a particular skill are usually given IQ tests.

Questions Include -

  • Numerical reasoning
  • Verbal reasoning
  • Logical reasoning
  • Aptitude




Integrity, emotional intelligence, and personality are important parameters to ascertain the behavior of a candidate. Global companies look forward to hire candidates who have better emotional intelligence and are a cultural fit. But we highly recommend you to go for a face to face interview to assess these skills personally.

Job-specific skills along with learning ability help to ascertain the fundamental knowledge and future performance of candidates. Buying the right tool that provides these skills can help you to find the right job-fit.



Utkarsh Singh
Utkarsh Singh
Utkarsh Singh is a digital marketer who has also found love for writing in the recruitment industry. His creative approach can help you look at the same prospective in a different way.
Find me on:

Topics: HR Practices

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