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Sourcing candidates based on the resume has become tiring and challenging for companies because many profiles conceal their skills and project a fake profile. In the current scenario, many software companies conduct hiring tests before hiring the applicants to check if they are the best fit for the role. It is usually the screening test for candidates to progress towards the next level for grabbing the job opportunity.
Types of Pre-Employment Tests
Different screening tests come with different objectives but capable of producing accurate results to the employers in a short time. Let us look into the types of tests that are mandatory for employees to attempt successful employment.
There are different tests that the employers might put their candidates under depending on their profile to assess their performance. These tests directly connect with the job role, and the results can depict how well they can perform their duties in the job if hired. Recruiting managers can analyze and gauge the skills by conducting tests without room for any bias.
- Personality Tests
Personality tests reveal the traits and the thought-process of the person based on their answers to questions asked to ensure they align with the company’s expectation on the specific role. This test aims at understanding the suitability of the candidate for the company’s culture and his/her interest in developing the skills in the given role towards long-term contribution to the company’s growth.
- Cognitive Tests
As the name, Cognizance refers to Knowledge, and these tests help analyze the applicant’s reasoning and memory skills. Other intellectual skills like problem-solving, logical skills and aptitude skills fall under this category to understand employees’ thinking ability in various situations. All the scenarios tested are real-time, which directly relate to the skills he/she will be applying at the job in the future.
- Emotional Intelligence Tests
Emotional Intelligence is a person’s exceptional ability to deal with his own emotions and others in an organization. Strong emotional skills are imperative for working in a team because they can handle arguments and disagreements with their superiors and team members professionally.
Stress at times of deliveries, responding to angry clients, empathizing with another teammate during hard times requires maturity and that is why this test owes more weightage in the corporate recruitment process.
- Integrity Tests
This is one of the crucial tests to measure the credibility of the candidate. Answers to the questions can help employers form a clear picture of whether the person values moral values and sticks to the company’s culture or not. Candidates need to submit answers based on some realistic scenarios tested so that the recruiters spot fake answers easily. This test also covers questions testing the confidentiality of the individuals in maintaining key business information securely.
- Skills Assessment Tests
This test covers the hard and soft skills matching with the job profile to filter the candidates. For instance, if the job role is an English trainer, then the candidate needs to pass a proficiency and grammar test within the given timeframe to qualify for the job. It’s a helpful test to hire potential candidates who can scope well in the assigned role.
- Physical Ability Test
As the name suggests, this test assesses the person’s strength if he/she is assigned to a job in the field like a field man or a fired agent. A critical test is to check the candidate’s performance in the complex work environment to avoid future mishaps in the workplace.
Some physical tests are balance tests, flexibility tests, cardiovascular endurance tests, and muscular tension tests to check how long a person can survive during challenging times. The weak candidate is ruled out in this way and only healthy candidate’s progress to the next stage of recruitment.
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