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Pre-employment screening helps you weed out candidates who aren't serious about the job or aren't interested in the company since they will withdraw their applications after the job testing process.
Fremont, CA: What is the best way to hire, screen, and attract employees? For years, recruiters and business owners have pondered this question, and most hiring teams still cannot answer it.
Despite the fact there is no one-size-fits-all approach to hiring, there are tools you can use to help you find candidates who will stay with your company for years and who will deliver real value.
How does pre-employment testing work?
Candidates undergo pre-employment assessments as part of the talent acquisition or onboarding process. These tests assess different aspects of a candidate, such as their skills and personality. As a screening tool or during the later stages of the hiring process, they can be utilized.
Listed below are key reasons to use pre-employment screening tests:
Provides a high degree of objectivity
We, as humans, are biased to some extent, and screening and recruiting candidates are never truly objective. However, pre-hire testing measures a candidate's abilities and skills objectively.
By relying on an impartial assessment of the candidate's skills, you can make an informed decision rather than relying on your gut feeling or personal opinion.
Reduces time to hire
By setting up a pre-hiring test that candidates can attempt from the comfort of their home, rather than have to visit your office, you can cut down on the number of interviews, juggle schedules, and free up your time.
You can set a score that a candidate must touch with hiring tests to move on to the next round. In place of manually screening candidates, the test does all the work for you by automatically rejecting candidates who don't score highly enough.
As A recruiter or business owner, it enables you to narrow down your talent hunt without having to screen each candidate via a phone interview.
Pre-employment screening lets you weed out candidates who aren't serious about the job or aren't interested in the company since they will withdraw their applications after the job testing process.
It helps you reach consensus
If you hire candidates based solely on your opinion of them or on how they answer interview questions, you may end up with disagreements among the hiring team. Not everyone will click on the same candidate or view the responses in the same way.
By setting pre-hire tests, you will have a wealth of data at your disposal when recruiting. It is unlikely you will hire someone who scores poorly on pre-employment testing, and you can argue for your candidate by referring to data rather than your opinion. Consequently, you can make decisions very quickly.
Maintains compliance with laws and regulations
It's not uncommon for candidates to challenge your hiring decisions, citing an unfair recruiting process or bias. You can defend your decision if you have set pre-employment tests.
When a candidate scores unadequately on a skills-based assessment, fails background checks, or doesn't match what you're looking for in a personality test, the candidate doesn't have solid ground on which to contest your decisions.