![\"Interview](\"https:\/\/staging.imanilahost.com\/systemrs\/wp-content\/uploads\/2018\/09\/Blog-11-image.jpg\")
Pre-employment testing is a method used widely by businesses to find out applicants\u2019 suitability for a given role. Tests vary from technical to psychometric, \u2018day in the life\u2019 job previews and a whole variety in-between \u2013 depending on the type of role the business is recruiting for.<\/p>\n
So, what\u2019s the best approach? To test, or not to test? That is the question.<\/p>\n
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First and foremost, tests allow you to screen and shortlist candidates in a structured way – particularly helpful if you have a large number of applicants. For example, if 100 candidates apply for a job, it isn\u2019t feasible to interview everyone – the time and cost implication would be too great. However, having tests in place streamlines the recruitment process, leaving you with a shortlist of candidates who meet your criteria. Then you\u2019re in a position to take it to the next stage. For example, our technical tests ensure the necessary IT skills are in place \u2013 vital for a role within the financial technology (FinTech) sector.<\/p>\n
Giving the same test to all candidates means everyone starts on an equal footing. This means hirers avoid becoming subjective during the recruitment process (a trap which is easy to fall into if you\u2019re not careful) and ensures businesses remain objective.<\/p>\n
It\u2019s easy to lose sight of your ideal candidate during the recruitment process, which could ultimately lead to employing the wrong person. That\u2019s why pre-employment tests are effective. They force you to focus on the type of person you want to bring in to your business through a set of defined criteria, and the results provide you with an indication of whether they\u2019ll be a good fit.<\/p>\n
Pre-employment tests can provide a great deal of insight into candidates\u2019 behaviours and thought processes. By gaining this understanding from the beginning, you\u2019re more likely to find a candidate who matches the long-term vision of the business, which is important for employee retention. Without this insight, you might find yourself in a cycle of re-recruiting for the same role, which is counter-productive. We offer psychometric testing to gather this valuable insight.<\/p>\n
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While tests have their place, they don\u2019t necessarily take into consideration the whole person and their potential. You remember what it was like at school \u2013 some people thrive under test conditions, others crumble. That doesn\u2019t automatically mean they aren\u2019t as capable!<\/p>\n
Similarly, tests aren\u2019t always relevant to the applicant\u2019s day-to-day role, and that could easily affect their test performance. Asking a candidate to do a task that they\u2019re not used to doing is like speaking in a foreign language. It\u2019ll take them by surprise, and they won\u2019t perform well. Again, this doesn\u2019t automatically mean they aren\u2019t suitable for the role; it just means you\u2019ve given them a task that doesn\u2019t allow for a realistic reflection. The equivalent would be us asking all our candidates to sit the hundreds <\/em>of IT technical tests just because they\u2019re in the FinTech industry!<\/p>\n Naturally, tests cost money, so it\u2019s important to ensure you\u2019re using them to maximum effect. Are they helping you find the right candidate(s), or are they just part of the process? If your response is the latter, you might want to reconsider.<\/p>\n For some, the thought of undergoing tests might dissuade them from applying altogether, even though they might be ideal for the role. Perhaps they had a bad experience previously \u2013 whatever their reasoning, they don\u2019t pursue the role and you potentially lose a good candidate.<\/p>\n <\/p>\nThe cost implication<\/h3>\n
Can put applicants off<\/h3>\n