Over half of the workforce out there does not have the complete skill set for their role. Finding new talent to fill that gap can be challenging. After all, how can you have the assurance they really can do what they say they can?
This is where skills assessments come in. This article will help you understand what pre-employment tests can do for you and how you can incorporate them into your process. By the end of the article, you should have everything you need to start planning for them in your talent acquisition process.
Why Skills Assessments Help Long-Term
At the point where you are trying to hire talent, not only on a local level but worldwide, you will start to face off against a lot of stiff competition. The business world is cut-throat, and you will need the best and brightest on your side.
Skills assessment tests offer an opportunity to check for specific talents you might need. The best kinds of tests do this in a way that ensures objectivity and the ability to reach firm conclusions about someone’s abilities. This is even important when it comes to the soft skills a person brings to the table.
You can often even test for skills you know you are going to need in the future, or for if people have management potential. This allows you to promote upwards from internal sources and ensure managers know your processes inside and out.
What Kinds of Skills Are You Testing For?
The first thing you need to consider is the kinds of talents you want to look for, as well as the focus you want to put on each. There is every chance you are most interested in a person’s role-related skills. Still, you should also not ignore any others the potential hire might have.
Skills Related to the Role
Of course, when you are attracting talent for a specific role, you want to ensure they can fulfill the basic requirements you have related to that job. An example of this would be asking a software developer not only how they would program something but how they come to such a conclusion.
If the person cannot handle such a simple demand for the role, you need to consider why they applied in the first place. It might be that they would be better suited for a junior role, and if you have one available, you can pivot an interview in that direction.
You should use assessment tools that measure and quantify a person’s ability to perform basic mental exercises. Doing this might be as simple as their ability with numbers if their role demands it. Though, they might also delve into the area of abstract reasoning and deduction.
These tests can give you a good idea about the person’s general ability to come to good conclusions in a stressful situation. For some roles, especially in the world of software development or analytics, having a high mental ability can be a significant boon.
Positive Personality Traits
Pre-assessment services and tests that look at a candidate’s personality can often give you a good idea of how professional they are. You can place them in a social and professional environment, much like your own office and see if they thrive or not.
While this does not test their job-related skills, it can often weed out people who might end up being disruptive later on.
Finding the Right Style of Test
After you work out what it is you will be testing, you can start to consider how to run the assessment itself.
First, review the job description and think about the different aspects you want to investigate. Then, think about what tools would be best to check for this ability. It could be a test done on a computer via remote viewing, or you might only need to have a conversation with the person.
Run the Test
Ensure you record everything during the assessment, should that be possible and legal. This will allow you to review the test later and discuss specific areas with your colleagues if you have concerns.
If you are hiring international workers, there is every chance you will need to do this over a collaboration tool such as Zoom or Teams. As such, ensure the other person is not collaborating with anyone else and make sure to keep the process the same with every candidate.
Once you have tested every potential hire, discuss the results with others you work with. You can often compare numerical results yourself, though others might view the candidate in a different light. By talking to others in similar jobs, you might gain some insight you would not have otherwise had to help you make a decision.
Ensure You Follow the Law
When you plan to hire a candidate, you need to follow the local law for where they come from. The last thing you want is to get in trouble with local authorities and end up finding it harder to get visas for candidates.
Applicant Privacy Law
Make sure you check with the local law to find out if there are certain things you are not allowed to ask. You should also follow their local regulations to ensure you store any information about the candidate in a way that does not breach any rule.
Make sure you are not discriminating against any specific group. This often comes out during steps such as personality tests, where the issue is not related to the role itself. Issues come up when people have an advantage or disadvantage based on a protected characteristic in their local country.
Consideration for Disabilities
You need to ensure your testing methods allow for disabilities. If someone has specific limitations, you need to make reasonable accommodations for them. Examples might include a person who is deaf but can still perform their role so long as they have automated subtitles in online meetings.
Incorporate Skills Assessment Into Hiring
By championing skills assessments at your business, you can make sure your teams do not fall behind in their work. Still, there is always so much to do and so little time, so you might need an extra hand bringing people on board. This is where we can help you out.
We have experts ready to talk to you about hiring domestic and international talent. All you need to do is get in contact. So, pick up the phone today and allow us to find you the people with the skillset you need.