Joshua Cassidy

The harmful impact of a bad hire is prominent across all industries and affects all companies at least once in their tenure. The cost impact of finding a replacement, efficiency woes as a position is left vacant for an extended period, and a variety of other reasons contribute to the issues. This can be especially important when that certain employee is responsible for shaping your company's brand.


With the concern of a poor hire in mind, companies are always looking for ways to optimise and improve their recruitment processes. A popular method that has emerged in the years previous is Pre-Employment Assessments.


What is a Pre-Employment Assessment?

An iron-clad CV is no longer reliable enough on its own to provide recruiters with the foresight on whether they have the right candidate. With the fear that some candidates may be misrepresenting themselves on applications and CV's, assessments have been developed to confirm an applicant's skills and to find the best match for the job. The assessments themselves change from role to role, some are sent to the applicant at an early stage in the process, and some may not seem like an assessment at all.


Types of Assessments


Role Knowledge Test: Some employers choose to test the applicant's knowledge of the position they are applying. The questions are based on the role, experience, skills, and how those skills relate to the role available. This allows you to demonstrate the depth of your knowledge to the interviewer, and it gives the recruiter the confidence to put you forward as a strong candidate.


Personality Assessment: These tests provide the employer with an insight into the personality traits of the applicant such as assertiveness, performance under pressure and their suitability for the role. Again, some employers may use an actual test to review your personality, or they may review you during a face to face interview.


Cognitive Abilities: These types of tests asses the capability of the candidate in their cognitive abilities such as logical, numerical and verbal reasoning. For more creative roles, there may be tests that score your proficiency in specific programs or software.


Benefits of Pre-Employment Assessments

There are several benefits that Pre-Employment Assessments provide to the recruitment process for recruiters. The tests can be sent out automatically, making it easy to filter out unsuitable applicants quickly and autonomously, therefore, aiding in creating a more straightforward ranking system to define the highest quality candidates. Recruiters or employers assessing your skills and proficiencies during an interview provides you with a chance to present yourself in the best light, show off your skills and allows the recruiter to ask any necessary questions to evaluate your suitability for the role.


Continually evaluating and improving the processes you have in place for sourcing talent can only be a positive thing. Make sure you research the different types of assessments, decide on the best test to use for your roles and enjoy a more streamlined recruitment process.


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