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How Using Pre Employment Assessments Improves Interviews
Employment assessment tests and interviews may be the most valuable tools in your hiring kit. It is easy enough to discover the value of evaluating candidates using multiple methods. Combining assessment tests with a well structured interview process will statistically improve hiring top performers up to 90%.
Good employment assessment tests a candidate objectively and allow you to see the truth behind resumes and interview answers. A candidate, especially an experienced one, can lie about skills, desires, habits, and other important factors. Testing can verify or contradict their claims, saving you from serious mistakes.
Select employment assessment testing services who use validated methods. The provider should be willing to share the results with you and be able to explain the process.
Employment Assessment tests which target specific jobs are particularly useful. These employment assessments measure qualities shown to be most important for a given role. They are particularly useful for entry-level positions, when you may be dealing with candidates with less impressive resumes. In addition, they avoid one challenge presented by combining assessments: deciding which skills and personality traits to pay the most attention to.
Any post-assessment interview can be improved using the test data. The results can lead you to better questions and assist you in interpreting candidates’ answers. Similarly, the interview can clarify assessment results.
Compare employment assessment findings to candidates’ resumes. If they show a strength or weakness contradictory to their claims or experiences, design an appropriate question. One of the benefits of employment assessments is the opportunity to verify or disprove candidates’ statements. You will save time and get more out of the interview by asking targeted questions.
You also save time by avoiding interviews with unsuitable candidates. If you are able to take an assessment-first approach, you can screen for the best candidates. Only those with the best-suited personalities and skill sets are brought in for the in-person interviews.
Employment assessments also help when a candidate is a poor or mediocre interviewer. You want every candidate to have good communication skills and you need insight into their thought process. However, a strong assessment result may mean an unimpressive interviewee is worth another look.
Employment assessments also guard against emotional decision-making. Candidates must be a good fit, but it is easy to get a poor first impression or to be fooled by an especially personable and confident individual. The objectivity of assessments is an important asset to protect yourself from biases and avoid past deceptive candidates.
Researchers have repeatedly found that a combination of evaluative tools is necessary to improve your hiring success. Assessments and interviews are the best two means of getting to the heart of candidates’ skills, personalities, and abilities. Their strengths lie in the information you receive about the potential employees’ attributes. Using them in combination with one another will result in better hires and a more successful business.
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