Quick Tips: Avoid These Pitfalls When Using Applicant Assessment Tools

You may already be using applicant assessment tools— or doing so only now —to gather information of real value that just can’t be made apparent in an applicant’s resume. And it may have left you noway either further assured of the ability of the candidate or in a better position actually to hire. However, common pitfalls might nullify their effectiveness.

For example, a job seeker could state in their resume that they can create minute reports as well as data visualizations within Microsoft Excel. You will not be able to ascertain what skill level they’ve mastered until after you’ve employed them unless you request for an assessment to be carried out.

These pre-employment tests can be objective and could prevent biases from creeping in into their recruitment—aggregate contextual information from their interviews and work histories will be provided when matched with these test results. That way, you obtain an all-rounded view of your candidates.

Points for using assessment tools are clearly defined benefits. However, a few common mistakes that many organizations make in carrying out pre-screening assessments render these benefits useless. In this discussion, we review the six most common pre-screening errors and how to avoid them.

1. Using the Wrong Assessment Tests with Applicants

In assigning the take-away pre-screening to applicants, ensure that, indeed, the jobs pertain to the same. These tests should not consist of features that pertain to jobs different from the one at hand.

In light of wanting to hire a data analyst, the tests should only be on data analysis tools and not those about other unrelated requirements, such as email proficiency.

This may result in irrelevant tests assigned, thus raising issues about legal compliance as provided by the EEOC through its Uniform Guidelines on Employee Selection Procedures, which states that all the tests used must pertain to the jobs at hand.

Choose proper prescreening tests by first conducting an in-depth role profiling. When putting down a job description, describe in detail the skills that may be involved in a particular position; select tests according to those descriptions. This would be an assurance that whatever information is being retrieved from tests is valuable and that one is legally safe.

2. Failing to Consider Soft Skills or Culture Fit

Hard skills do matter, but in most positions, soft skills and cultural fit add meaning. The best is their combination.

Moving beyond culture fit to culture add can help bring diverse perspectives into your organization and enhance creativity and innovation.

So, using tests that evaluate soft skills and culture adds another dimensionality to your hiring decisions.

For instance, TestGorilla’s custom Culture-Add test confirms that the candidates do fit within the core values of your organization but bring added strengths to the table.

Combining these with the hard skills tests, you will hire long-term value candidates.

3. Relying on Assessment Tools Alone

While providing your assessment tools with tremendous value, they should not be the sole determinant of your hiring choices. An applicant might do exceptionally well on tests but may not go well with your company culture or team dynamics, which can only be assessed through interviews.

While interviews and the experience of the hiring manager serve to afford a more all-rounded assessment of the candidate, the incorporation of assessment tools ensures the recruitment process selects only the best. And since it is impossible to outsource service delivery, each approach brings out the benefits of assessment tools.

4. Neglecting the Candidate’s Experience

5. Inability to embrace proper technology for aiding test processes intended for assessments

Today, with more and more applications coming in for assessment tools, choosing the ideal technology has now entered the crucial phase. Look for assessment software containing scientifically validated tests, integration capability with your Applicant Tracking System, and various test combinations that must be customizable. This can be easily solved by training your team on the assessment tool of choice

The right technology will streamline your recruitment processes, give you instant access to assessment results, and remain friendly for both recruiters and candidates. Test Gorilla provides over 115 scientifically validated tests, and issues system-wide applicant cheating mitigation with wholly positive testing experiences. 

6. Using One Type of Test 

Applying just one type of test may seriously curtail real potentialities to optimize the hiring process.

Multi-measure assessment tools, including measures of cognitive ability, personality, and other types of testing, are more valid submitters in foretelling job performance.

Studies have proven that better hiring outcomes result from measuring ‘what you select’ against job success criteria.

The development of platforms like Test Gorilla allows us to deploy heterogeneous psychometric testing based on the type of role to be filled to bring our clients much closer to the best candidate.

Adopting this way will ensure that there is a complete evaluation of the required skills and attributes. 

Transform the Way You Assess Applicants with Assessment Tools 

Done right, assessment testing becomes an invaluable part of your hiring process. It maximizes the data available for you to make informed decisions while also streamlining your screening process free of unconscious bias.

However, it is considerably vital not to expect tests more than what they are and to embrace them as integral parts of a comprehensive HR best practice. Avoid these other power-of-assessment tools pitfalls and turn them into an efficient hiring process.