We are all too familiar with the anxiety of that new hire. Getting through those individual screening processes of resume reviews, phone calls, multiple onsite interviews and reference checking has become a series of hurdles for both candidates and companies. But then, there’s the added fear of those first 90 days. What if after all of those reviews, calls, onsites and checking…your new hire isn’t actually qualified for the job? Maybe it’s the technical skill sets or lack of basic arithmetic abilities. Or perhaps, this person doesn’t work well with other people. Who would have thought that John Smith who just got hired for that office assistant position could only type 5 words per minute?
Over 71% of organizations have been using pre-employment tests in their talent acquisition efforts, as of 2018, according to the 2018 North American Talent Board’s research report.* But many companies are wary to get started with these levels of screening, either unsure of what they are, uncertain of where to begin, or they just don’t see the point.
We at EmployBlue have compiled a quick list to give you the bottom line. Why pre-employments tests?
1. Streamline everything.
There are a multitude of test types under the umbrella of pre-employment assessments. They include (but are not limited to) tests for personality type, physical abilities, cognitive abilities, emotional intelligence, or specific skills. Imagine being able to gain a bigger, better picture of what John Smith may be like as an employee and a colleague…and if he’ll be able to execute the tasks that the job requires. It’s crucial to mention how much effort and time (and money—time is money, right?) these tests can save you. The results of these tests will filter out the candidates who you would otherwise cross off the list after what traditionally would have been hours of accumulated time sifting through resumes and 20-minute phone screens. You make the tests you want one time, and let the them do all of the work for you, digitally. Spend your time looking only at qualified leads, in one place.
2. Keep things objective.
Computerizing tests provides all applicants the same experience, keeping the playing field fair and quantified to reach measured conclusions. There is also the issue that some people tend to bend the truth when writing their resumes. What better way to check self-reported claims than to test them? This is an area of the hiring process, where you can optimize the process with data-backed selection.
3. Find high-quality hires.
Typically, resumes are limited to the information they can provide, and frequently do not give direct indicators or precise metrics of what you are needing for a chosen position. Yes, Jane Smith knows how to use Salesforce. But will she be able to handle other SaaS services? And how well does she know the ins and outs of Salesforce? John’s resume shows a big background of sales online, but does he have the skill set for making sales in person? Why go in blind for the 20 minute call with either of them when they could just take a pre-employment test online first? You may find that Jane has an aptitude for quickly learning various SaaS services, while John falls flat with verbal communication.
4. Increase your retention rate.
Every hire is costly and training someone for months only for them to leave before the year is up is discouraging to say the least. Companies are starting to find that employers who are using pre-employment assessments are reaching a “45% higher 1-year retention rate” than those who are not.* For example, just because someone has all of the technical capabilities, if the candidate doesn’t have the personality fit for the position/work, they may not be motivated to stay for long.
5. Raise your number of applicants.
Due to the time constraints and cost of the hiring process, employers can be pushed to having to limit the time postings are open. Managing so many applicants that come in is also a constant struggle. Having pre-employment tests in place allows businesses the freedom and opportunity to open up the inlets for potential applicants, eliminating the difficulties of a more manual search.
*2018 North American Talent Board Candidate Experience Benchmark Research Report (https://www.thetalentboard.org/press-releases/talent-board-2017-north-american-candidate-experience-research-report-now-available/)