Assessment of Recruitment Techniques

The technology today has made the recruitment process easier and simpler. There are various online tests to gauge the professional abilities of a candidate. Then the shortlisted candidates can face the personal interview and those who are through, can get appointed. Study shows that these tests are accurate and trustworthy as they provide precise measures of person’s skills and abilities. Thus these assessments help identify people who are well matched with required job profiles.

Work samples

The work sample is a piece of actual work that a candidate will complete. Usually, it’ll be closely related to the job they applied to. For example, an SEO specialist can be asked to conduct keyword research for one specific topic, an accountant could be asked to apply a few formulas, and a developer may be asked to write a short piece of code.

These talent assessment tools have been shown to be the most effective in predicting job performance. And that makes sense; work samples gauge ability to do a specific work first-hand.

Analytical Ability Test

This test looks at how well one can draw logical conclusions. It helps assess the ability of candidates to adapt to certain situations. It is obvious that professional field is not static. It is always changing and one has to be ready to get acclimatized with the changing situations. Analytical test is a measure to know how well one can manage and changes at work. Ability to set goals and achieve them is most preferred now a day and analytical ability test is an effective tool to measure this ability.

Games And Activities

Gamification is growing rapidly in recruitment as the newest way to assess talent, while also improving your candidate’s application experience.

Similar to psychometric and skill testing, gaming tasks and activities can be used to assess skills like logic, problem solving, and critical thinking. By using games instead of traditional ‘tests’, the process becomes more engaging and can provide a lot of important data about candidates and their skill set.

Psychometric Ability Test for Behavioral Analysis

Scholars define the psychometric test as any activity and assessment that is conducted in order to evaluate candidate’s performance and includes, but is not limited to, skills and knowledge, abilities, personality traits, attitudes and job/academic potential. Behavioral tests are conducted with a concrete purpose to underline specific personality traits that could indicate suitability for specific roles in professional field. They consist of personality questionnaires, leadership tests, motivation tests and situational judgment tests.

Personality And Cultural Fit

Something that is becoming increasingly recognised as an important factor of employment is the working environment, and whether someone is a good fit for the job and the company personality-wise. While personality tests are not sufficient basis for hiring decisions by themselves, they can be very helpful when used in conjunction with other recruitment tools.

Personality tests can give more information on someone’s general demeanour, particularly regarding the ‘big five’ personality traits, also known as OCEAN:

• Openness to experiences
• Conscientiousness
• Extraversion
• Agreeableness
• Neuroticism

AI-powered Video interviews

Asynchronous interviews have started becoming more and more popular. This type of interview lets candidates record answers to questions and allows interviewers to evaluate the answers at their own time. Apart from the convenience of these interviews, AI technology has also turned them into talent assessment tools.