A strong hiring process relies on consistency and predictability. This means that you’ll require hiring tools that are reliable in helping to accurately predict how capable a candidate will be in fulfilling goals, adapting to change, and growing with the company.
Resumes and interviews, while necessary, are notoriously limited and depend on subjectivity to assess applicants. Skills tests, on the other hand, have been proven to be objective, accurate, and representative of the results a candidate will produce in the workplace (CAE).
The most effective skills tests measure critical thinking, written communication, and problem-solving capabilities -- skills required for success in virtually all roles-- as they would be demonstrated in an actual working environment(CAE).
So, how should companies decide which specific skills tests are best suited for their hiring needs?
Before you can implement a skills test a part of your hiring process, you need to define your criteria. First, define the criteria for the roles you need tp fill; this will give you a clear understanding of the kind of candidate you’re looking for. Once you’ve identified the skills your candidate needs to possess, you can proceed to define the criteria for the testing tool that will best evaluates those skills.
Below we cover the steps for developing both sets of criteria.tools.
Define Your Criteria for the Role
The criteria you set should correspond to the role you need filled. While some roles might require specialized testing of a skill such as coding or data analytics, there are strong correlations between efficiency in the workplace and general problem solving skills, critical thinking, and creative approaches to finding answers.
Which soft skills are required by this role? (creative problem solving, persuasive communication, foreign language competency, etc.)
How much direct experience should candidates possess for each major skill set identified above, and how will this experience be measured in its effectiveness?
What skills are your company or specific departments currently lacking? How might new hires to bridge this skill gap?
Using current employees as a model, what productive attributes can you see within your top talent to use for criteria pre-employment testing?
What industry-specific experience benchmarks should the candidate have reached in their career?
What supplementary certifications, accolades, or achievements can help you better evaluate potential candidates?
Does the role require leadership or managerial skills/experiences?
How can a candidate’s work history indicate strong problem-solving and critical thinking abilities?
Will a candidate need to have any experience that indicates strong communication or collaborative skills?
Define Your Criteria for Employment Testing Tools
Once you’ve established criteria for candidates, you can t set definitive criteria for the testing tool you will use to evaluate candidates.
What type of test will be most effective for identifying the required skills and traits you have identified?
Does the skills test you’ve selected gauge creative problem solving skills, critical thinking, or communication skills required for the role?
Does the test demonstrate how effectively the candidate can answer questions, or does it demonstrate how strongly an applicant can perform upon entering the workplace?
Will test-takers be required to support their solutions with evidence and communicate clearly in a variety of contexts?
Does the test challenge the candidate’s ability to solve open-ended, complex problems?
How long should it take for candidates to complete a test?
How will candidates be given access to tests and where will they take these tests?
Should preparatory materials be available to candidates prior to taking the tests?
In what format will questions be presented?
Are there any interface applications to make the questions more realistic?
Machine Learning / AI Applications
How can Machine Learning or Artificial Intelligence be leveraged to improve identification of talent through analyzing test results?
How does ML/AI fit into your overall talent strategy?
Does the testing technology support high-volume integration without compromising quality?
Do the ML/AI algorithms automatically rank, grade, and make data-based decisions that will promote high candidate quality and return on investment for your tools?
Does the ideal test use Machine Learning and data analytics to learn from candidate answers and adapt to their responses?
Tool Results and Reporting
How will the ideal testing tool display test results of candidates and provide insight into candidate strengths and weaknesses?
How will the ideal tool compare candidates against established performance benchmarks?
Does the ideal testing tool identify which department or role the candidate is best suited for?
How will the ideal testing tool convert test results into a visual format helpful for practical hiring decisions?
Does your test allow for auto-progressing or rejecting candidates?
Whatever roles they need to fill, all industries want the same thing: evaluations that indicate job readiness rather than the ability to perform well on an artificial set of questions.
Authess is dedicated to identifying what your candidates are able to do before they actually start working. Using AI-backed assessments such as SkillMetric, candidates work through real-world scenarios, revealing role-specific and cross-disciplinary competencies such as creativity, critical thinking, and effective communication. Through MI-driven user data analysis, you are provided with objective and predictive data to compare candidates and make effective hiring decisions.
Personality tests evaluate suitability. Multiple-choice tests evaluate a narrow set of testing capabilities. What businesses really need is a testing tool that reveals whether or not a candidate has the competencies to meet the demands of their role. That test solution is Authess.
To see how Authess leverages machine learning to objectively measure the capabilities of your candidates, schedule a demo here.