The pre-employment testing platform allows HR managers to combine many tests into a single assessment tailored to a particular position’s specific needs. For example, a candidate skills assessment exam is used to analyze an applicant’s natural talents, such as typing speed or attention to detail. In addition, your hiring team can use skills assessments to gather more information about a candidate’s skills and personality before you offer them a job.
Candidates are often evaluated using a standard methodology in these assessments. Aside from being time-consuming, these approaches can assist you in assessing a candidate’s abilities. However, there is a chance that candidates may lie about their abilities. There is also a possibility that their references, who are swamped with work, will not provide you with an accurate image of their qualifications. This is where skills assessments come in handy!
Skills assessments can be used by your hiring team to gather more information about a candidate’s skills and personality before you make them an offer. The bottom line is that skills assessment tests may assist you and the rest of the recruiting team make educated fact-based judgments. Below are some tips to help you with skill assessments:
1. Be Specific and Clear
The more exams you require candidates to do, the more likely they will be discouraged from applying. Depending on the type of assessment and the length of time required to complete it, only one to three assessments should be used. If your skill assessment phase contains too many tests, your evaluation process will become more complex, time-consuming, and comprehensive.
2. Mindfully Add Tests in Skill Assessment Phase
The first application procedure often includes timed evaluations, either general personality assessments or complex skill tests. For entry-level professions, personality exams are more common than challenging skill assessments.
During the interview, the most common testing method is proctored or in-person. However, you might employ more in-depth and complex evaluations to get a fuller image of a candidate once they’ve passed the initial screening process.
3. Use the Interviewer Portal
You will not find a single person today that has not had a social media account. Your brand will
not just pop up in front of people, and you have to promote it in different ways. There is no
better way to promote your online business than through social media. Choose your online
marketing strategies carefully. Give free trials and discounts to attract customers and ask them
to share your work in their friend circle further.
Post the positive comments from customers on your page on Instagram, Facebook, Twitter, etc.
Online advertising might be an affordable and convenient way to attract customers, but there
are other easy ones. Outside the colleges and schools, give out flyers and business cards to
students. You can also put ads across student magazines and newspapers for promotion.
4. Use the Score Guide
Verifying the outcomes of talent tests is an integral part of using them effectively, whether for new hires or existing staff. But, unfortunately, the design, grading, or formulation of assessments or exams can be flawed.
Make use of the option that allows for group scoring. For example, video interviews can be scored by an in-house ‘administrator,’ who can be selected by the organization. Members of the recruiting team are given the responsibility of assessing interview replies.
5. Rechecking the Results and Evaluations
The administrator may monitor and approve each reviewer’s ratings and calibrate all of the findings after many reviewers have evaluated a video interview. This assures proper and justifiable scoring techniques are being used.
Organizations may make more informed and intelligent recruiting decisions based on the results of Administrative Assistant skills tests. Instead of relying on a candidate’s educational background or prior job experience, businesses may swiftly and efficiently find the most acceptable Administrative Assistant applicants by using skills tests and trending video interviews.
