A recruiter’s first agenda is to hire the best-suited employee for their company! Somebody with appropriate skills for a job position, similar goals as the organization, and somebody who can fit into the organization’s culture well! 

But, what is an appropriate methodology to assess candidate skills for all the criteria mentioned above? In such a case, Pre-employment assessments are performed by a recruiter. With that, a question arises for sure. 

What are Pre-Employment Assessments? 

Pre-employment assessments are tools or methods that help to evaluate a candidate for a particular job position in the company. Such tests take into account the hard skills and soft skills of a candidate to judge him better for a job. 

Traditionally, the pre-assessment of an employee took place in the form of some questions, which helped the recruiter to understand a candidate’s personality and evaluate their skills. Surprisingly, 91% of companies still follow the traditional approach for their hiring process. But lately, there has been a new era of hiring methods and evaluation methods that the recruiters find more appropriate and helpful for the process — for example, LinkedIn naming ‘artificial intelligence’ as one of its essential ideas for recruiting. 

Following that, there are certain types of pre-employment assessments that a recruiter can follow, which are mentioned below in namely five categories: 

1. Hard Skills Test 

For any job position, there are certain skills or software knowledge that a candidate should necessarily possess. Hard skill test all such skills of a candidate like mathematical calculations ability, software development, technical language, etc. 

2. Personality Test 

The next most important thing for a candidate to possess is some soft skills or behavioral strengths as part of their personality. A job can sometimes demand more patience from the employee, and hence a recruiter shall evaluate the patience level of a candidate thoroughly. 

3. Cognitive Ability Test

Another important aspect of a potential candidate is their cognitive abilities that include numerical skills or aptitude. Such tests generally evaluate how a candidate would perform in certain uninvited situations. 

4. Work Sample Test

A candidate is made to act as they would do in certain daily situations. It lets a recruiter understand the candidate’s ability to perform at work and produce effects for the company’s goals. 

5. Combined Approach

Except using one of the above-mentioned types of pre-employment assessments, a recruiter shall opt to experiment with them altogether. It would result in an excellent evaluation of every aspect of a candidate’s personality. 

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Benefits of Pre-employment Assessments

For an organization, pre-employment assessments work great in terms of employee turnover and higher productivity. The chances of new employees to prove better at their jobs and desired business outcomes from the employees are other benefits of pre-employment assessments for a recruiter. 

1. Higher Productivity

An assessment or a test is an accurate method of testing productivity on an employee. It depicts the extent of knowledge of the individual and assures the availability of relevant abilities and skills to perform certain tasks.

2. Efficient Hiring Process

Assessments help in weeding out spammers. Many people send resumes with minimal efforts and provide false information. The company can assure that the applicant is qualified if they pass the assessment.

3. Employee Turnover

Retaining employees for a longer duration can be beneficial for the company. In practical terms, employees scoring more in assessments are less likely to be fired, and it is more likely that they will not quit soon.

Top Pre-Employment Assessment Tools

Some great tools of this new era that help with ore employment screening better are mentioned below: 

  • Hundred5
  • Quodeit
  • Codility
  • Class Marker
  • Hacker Rank

Best Practices to Follow

There are always some basic practices that an organization can follow for a smooth and effective hiring process. Some of them are: 

1. Social security number trace

It provides a full list of applicant’s residential addresses for the past seven years. Tracing can help determine any potential criminal records of the applicant.

2. Criminal background check

A thorough inspection of the criminal backgrounds of an applicant is essential. You can give a chance to the applicant to explain the circumstances if they have the right qualifications.

3. Social security fraud detection

It is a great pre-employment measure to get potential fraud-related information. It can help in streamlining the hiring process by providing a red flag indicating potential fraud.

4. Job history verification

Employment history verification can help detect lies in the resume like the level of position in a company, employment dates. It protects you from making a bad hire.

Here was all the vital information required by a candidate to know the pre-employment screening process and methods. What else can you adopt on a normal basis in the hiring process is also mentioned under the best practices. In the end, it all matters for a successful hiring procedure in a company.