A Guide To Talent Assessments
Every potential employer wants to bring the right talent to their company. Recruiters can help identify the best candidates for job posts if they use the right hiring techniques and tools. Through a talent assessment test, recruiters can determine candidates' knowledge, personality traits and skills to determine the best candidate for the position.
In this article, we'll help you understand why companies use talent assessments, how to create skill assessments test and which types of talent assessments to use.
What are talent assessments?
Talent assessments are recruiting strategies that help companies to identify candidates who are a perfect match for their company's open positions. It may also help to determine if candidates would be a perfect cultural match for the organization.
Through the talent assessment technique, you can test candidates on their job suitability and capabilities. When assessing their capabilities, recruiting managers will look at their traits such as skills, level of education and abilities. Suitability criteria is another test that will refer to the candidate's integrity, motivation, cultural match, interests and perceived contribution to the productivity of the organization.
Why do companies use talent assessments?
Most companies are experiencing increasing competition for employees who make a difference in various firms within the same industry. They use talent assessments to test the skills and knowledge of their company employees and candidates for vacant job posts. When recruiting managers use a talent assessment test, they ensure that current employees and job candidates have the needed skills to improve the performance of the organization.
Commons reasons for talent assessments
Here are some of the reasons why most companies use assessment tests:
1. Check the truthfulness of candidates' resumes
Hiring managers might not be able to tell if candidates are qualified simply by reading their resumes. By conducting talent assessment tests, employers can verify if candidates have the skills they claim to possess on their resumes.
2. Determine a job match
Applying assessments for hiring can help company managers to know if candidates are a perfect fit for the job positions. Through talent assessment tools, employers can get important information like personality traits and job skills to help them determine the best candidates for the organization.
3. Determine the cultural compatibility of candidates
A candidate may possess superb technical skills, but communications skills are needed to ensure one can fit in an existing team. That means talent and communication play a critical role in the productivity of a company.
4. To ensure managers hire a perfectly fit candidate
Employers can avoid making a wrong hire for open positions if they consider using talent assessment tests. Furthermore, these recruiting tools help employment managers to determine candidates who are a great fit for job vacancies. As a result, employers might not make bad hires when they use skill assessments test.
5. Handling high volume employment
Talent assessment tests are specifically designed to handle large volume employee acquisitions for the company. Recruiting assessment test can be the best screening tool when an employer has many applicants for open positions. Employers can identify top candidates for job vacancies using skill assessment tests.
6. To reduce legal risks
Through talent assessment tests, employers can minimize legal risks. It is the best strategy to use when hiring and avoid regal risks. These recruitment strategies are defined by aim and standardized ways of evaluating candidates. You can defend the candidates you hired in any potential lawsuit if you focus on a skills assessment test.
Types of talent assessments
Talent assessments test comes in handy when recruiters want to determine the best candidates. It provides a sign of whether a job applicant can fit well in the company. Therefore, if you are wondering about how to assess skills, here is a list of different talent assessment you can use during the hiring process:
1. Work samples
Employers can consider work samples as one of the best skill assessment tests. Here, a candidate is presented with a piece of work that needs to be completed on time. The assignment will include activities that job applicants will do in case they are hired. Therefore, employers can see how they can perform on a piece of work and determine if they are a perfect match for job positions.
The work samples employers provide should have relevance with the job positions candidates will occupy in the company. For example, an architect candidate may be asked to design a modern apartment as a sample assessment test.
2. Cognitive aptitude assessment
An intelligence test is also known as a cognitive skill assessment and is another type of talent assessment test. These enable employers to identify how candidates can handle workplace challenges such as verbal reasoning, problem-solving and numerical thinking. Through a cognitive aptitude test, hiring managers can gain insight into the intelligence possessed by each candidate.
It is imperative to provide your candidates with a cognitive aptitude test that applies to the position — a recruiter can get the best candidate after assessing the intelligence of applicants.
3. Job trials
If your company is not ready to hire employees, it can offer job applicants a job trial. The candidates can work for you in the short-term and get paid. Recruiting managers will get to know how candidates will perform and determine the best applicants to employ on long-term contracts.
As you use job trials to test the performances of candidates, you will also know how they interact with the existing team. Keep in mind that job trials will offer job applicants experience on how your company performs its duties.
4. Personality tests
Most employers look for candidates who will fit in well with the culture of their organizations, and looking for personality traits can help in the hiring process. This way, recruiters can get employees with desirable characters such as trustworthiness, time consciousness, organization, reliable and more.
Certain job positions require specific traits that can be identified through personality tests. For example, a software programmer should be someone who can pay attention to details. You need to test candidates on traits that match the job posts and hire the right applicants.
5. Job simulations
The difference between sample tests and job simulations is minimal. The candidates assume the role of the job in the company. This way, candidates can be assessed on how they respond to different scenarios. Through job simulations, recruiters can see how job applicants react to situations under pressure.
If you're looking to employ many people for open positions, job simulations can be done as online tests or via video conferencing to determine the top candidates for open posts.
Tips for creating talent assessments
Recruiters need ideas that can help them create skills assessments test. Some tips to help make talent assessments are listed below:
1. Determine what to assess
Talent assessments should just focus on skills. This way, an employer can test candidates on both interpersonal and technical skills. With a custom skills assessment, you will test candidates on skills that apply to your company's roles.
First, speak to your company manager and the entire team When you want to assess candidates, you should look at the job description and the expectations, such as:
The equipment to be used on a daily basis
The role and responsibilities
The expected contribution to the goals of the organization
The company culture and values
After completing this assessment, you will get a sense of the hard and soft skills your top candidates will need to possess.
2. Compose the right questions
Now that you have the skills you want to test, you can write questions that will help to create a picture of the skills employees should possess. When recruiters are familiar with the open role, it becomes easier to create questions for talent assessments. As an example, if you want to hire a technician, the team of technicians can help to make specific questions for that job interview.
3. Use different question formats
When writing questions for talent assessments, you should try to use an engaging format and style to make it appear less like a survey. It is important to include a wide range of questions so you can gain a better insight into candidates. Be sure to provide multiple questions that will help to identify the skills required for the specific job.
4. Create a well-flowing test
After you create your questions, you need to put them into one flowing talent assessment test. Here are tips to help you create a test that candidates will complete:
Start your talent assessment test with easy-to-answer questions
Ask candidates to solve a problem
Include questions relating to the company culture and values towards the end of the test
5. Decide on the length of the test
The goal of creating a skill assessment test is to identify candidates with skills that match a role. Therefore, you need to create a test that will provide all of the necessary insight. Making a list of 10 questions is a good basic length for most assessments. For more complex positions, hiring managers might need to create a more in-depth test.
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