The ability to hire the best candidate that suits the job requirements requires a very systematic approach and may require a lot of data analysis in order to get the perfect results. One of the best ways to be able to accomplish this without taking a lot if time is through conducting employee assessments during the application period.
In order to fill in the needs, business solutions for conducting employee assessments are being offered by various recruitment marketing platforms such as Talenteria. But what is the importance of employee assessments to hiring the right employees? Let’s talk about that here.
What are Employee Assessments
There are actually different types of employee assessments. There are those that are given to evaluate performance appraisals or reviews and those that are given pre-employments in order to evaluate a candidate’s potential for a job position. We’ll focus on the pre-employment assessments here.
Employee assessments given prior to employment are the most objective way to predict a candidates suitability for a job and for the company. It is a series of tests that aims to assess an applicant’s cognitive and critical thinking. There are also some tests that evaluate an applicant’s personality and motivations.
If the assessments are well-designed and scientifically validated, it can be a reliable and objective source of information that can help in determining the applicants suitability for a given job position. There are also different tests available depending on the position being applied for and each test reveals different information about a candidates profile that can help the company decide whether the applicant fits into their requirement or not. Here are some of the examples.
Types of Employee Assessments
These are the tests that are designed to measure an applicant’s general cognitive ability and aptitude. Sometimes referred to as intelligence testing, this test is basically used to determine an individual’s general thinking and reasoning abilities.
A skills test is an assessment used to evaluate an applicant’s ability to see how candidates perform on-the-job tasks. Questions are tailored to fit the job requirements in the job being applied for.
These tests focus on the applicant’s ability to evaluate specific and general knowledge that a candidate will need to be successful if they are hired for your open job. This deals more on the practical application of an applicant’s knowledge to see how, as an employee, will he/she is actually going to perform once in the role.
Personality test, to put it simply is used to assess human personality. This uses techniques designed to measure the characteristic patterns of traits that an applicant may exhibit across various situations that may affect his or her performance while doing his or her job.
Evaluating Assessment Methods
In order to evaluate assessment methods, there is a need to be able to determine which methods are actually needed by a company. This is one of the more difficult and strenuous jobs of an HR specialist as it requires a lot of evaluating analytical data and it requires knowledge in reading statistics.
To give some examples, here are some of the four things to consider in Selecting and Evaluating Assessment Methods based on Elaine D. Pulakos’ Selection Assessment Methods.
1. Validity. Validity is the extent to which a concept, conclusion of measurement is well-founded and likely corresponds accurately to the real world. In HR services, it is necessary to predict subsequent job performance.
2. Adverse impact is the negative effect an unfair and biased selection procedure has on a specified protected class. It occurs when a protected group is discriminated against during a selection process, like a hiring or promotion decision.
3. Cost that it will take in order to develop and conduct the assessment during the hiring process.
4. Applicant reactions refer to the attitude of an applicant towards the selection process during recruitment.
To sum up, selecting and using the most suitable assessment methods in hiring an applicant can greatly enhance the company’s workforce and the quality of it’s productivity. This is the reason why it is important for HR specialists to understand the benefits and disadvantages of using the aforementioned type of assessments.
If you think about it, there is really no formula in figuring out what is the best employee assessment to be used because each one has its own pros and cons. The bottomline then still falls into the ability of the HR recruiter to determine which qualities are best valued by the company. By having a basic understanding of what each employee assessment has to offer, they will be able to equip themselves with better decision making ability when it comes to determining the best suited applicants for the job requirement in their company.
2005. Pulakos, Elaine D. Selection Assessment Methods: A guide to implementing formal assessments to build a high-quality workforce. Retrieved from https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/Documents/Selection-Assessment-Methods.pdf last February, 7, 2021.