Use of Pre-Employment Testing

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Top Skills use pre-employment testing to shorten the time required to review resumes because we are aware that the hiring process can be time-consuming.

Pre-employment testing also assists in avoiding recruiting errors by identifying individuals who have the necessary qualifications and experience, as well as ensuring that they are a good fit for your business.

After a poor hire, you as an employer might be wondering:

  • How much time did it take to hire this person?
  • How much did it cost to hire and compensate this individual?
  • When will the hiring process for a replacement begin?
  • Why did we take them at their word when they spoke to us during the interview and in their resume?
  • What if this problem happens again?

Traditional screening procedures provide a shortlist by efficiently eliminating or screening out applicants. While candidates who perform poorly on pre-employment tests are graded rather than disqualified from the hiring process.

We will give you the pre-employment exam results so you can identify areas that require improvement and develop a training programme for the new empoyee.

Pre-employment Testing During the Recruitment Process

Pre-employment exams may be administered at any stage of the hiring process, although they are most frequently employed at the start of the to ensure that only the top candidates are shortlisted.

In some case, to authenticate a candidate’s talents for senior or difficult-to-fill positions, it may make more sense to speak with them first and then later in the process, to ask them to take a skills assessment.

What Are Pre-Employment Tests Used For?

Pre-employment testing is far quicker and less expensive than assessing applicants while they are already working under probation. It allows employers to assess candidates’ abilities to perform the job before they hire them.

Pre-employment evaluations can gauge a candidate’s potential for fitting into the business culture, their emotional intelligence, and their honesty, in addition to job-critical talents like selling or coding and soft skills like communication.

Pre-employment screening performs better than résumé screening.

Top Skills can use the following types of Pre-employment tests:

Video Response

In a resume rather than a video, candidates can more easily exaggerate their skills. It can be helpful to ask questions that need a video response because they provide more information about the prospect, making it easier to choose who to invite for a formal interview.

Testing candidates’ knowledge and experience as well as their suitability for the position in your workplace can be done by adding video answer questions to cognitive and skills examinations.

Multi-Measure Assessments

The best indicators of a candidate’s likelihood of success on the job are multi-measure assessments, which combine several different types of examinations.

Short Pre-employment Testing

To provide your prospects a great experience and prevent you from passing over the top candidates, we confine the assessments to under one hour.

Incorporate Current Internal Tests

Pre-employment tests used by your company may included in our procedure if required.

Measures Against Cheating

We take the following actions to lessen the possibility of candidates lying on an online test:

  • Preventing the sharing of test questions online by disabling copy and paste while administering a test.
  • A small portion of the much bigger collection of questions created especially for each test will be given to each applicant who takes it each time.
  • Using IP and email address checks to stop applicants from signing up as fresh applicants in order to take practise exams before the exam.
  • Spotting when a candidate switches out of full-screen mode or when their mouse leaves the evaluation window to utilise a different screen to browse the internet.

Correct Culture Fit

To determine whether a candidate’s values, characteristics, and interests coincide with the ideals of your business, we use a cultural fit test.

Personality Assessment

To assess a candidate’s non-behavioural traits and gain a deeper understanding of their underlying characteristics such as their motives, communication style, temperament, character, and sense of self, we use personality tests.

Assessments of Skills

The purpose of skills assessments or skills exams is to determine how applicants do tasks that are particular to your organisation by evaluating a variety of:

  • Technical expertise in areas like coding, accounting, or content creation.
  • Soft skills, such as communication, leadership, teamwork, and critical thinking.

Tests of Cognitive Ability

By evaluating skills like problem-solving and critical thinking, diligence, people management, and the capacity to absorb and use the most recent knowledge, we employ aptitude testing for mid- and senior-managerial applicants to accurately predict job performance.

Assessments of Emotional Intelligence

A candidate’s awareness and control over their emotions and the emotions of others are assessed using an emotional intelligence (EQ) exam as part of the pre-employment screening process.

We can predict how adaptable a candidate will be in reaction to other people’s emotions by evaluating their self-awareness and capacity for empathy.

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