Employees are backbone for any organization. And, it is said that happy and skilled employees equate to happy and long-lasting customers. Good employees are the key to a successful organization. Similarly, the misfit or wrong employees can lead a company to downfall. So organizations refrain from hiring such misfit candidates. And, why not? Recruiting the wrong applicants can become a major concern for an organization. To avoid such circumstances, nowadays, pre-hire assessments and evaluations are a part and parcel of any organization’s HR policies. Because simply hiring a wrong candidate will not let organization go anywhere. And, firing a candidate who is not the right fit will not let that candidate go anywhere. So, pre-employment assessments are the best solution to improve the quality of hiring.
Pre-hiring skills evaluations and assessments to improve hiring quality
According to a survey by the American Management Association, “Almost 90 percent of firms that test job applicants say they will not hire job seekers when pre-employment testing finds them to be deficient in basic skills.”
The below ones are the most common and advisable pre-hiring skills evaluations.
Emotional intelligence (EI) evaluation
Pre-hiring emotional intelligence evaluation is strongly recommended to check an applicant’s ability to build relationships and understand emotions (of their own as well as their peers). It is one-step further of soft skills evaluation. These capabilities are vital in professions that involve frequent interpersonal relationships and leadership qualities.
These tests assess the behavioral characteristics of applicants to better predict their performance in the future and recognize applicants who are most likely to succeed. The Predictive Index (PI) is a popular pre-employment personality test. This evaluation aims to measure a candidate's suitability to a specific position or employer. Such tests assess the way an applicant interacts and influences people, how s/he deals with rules, regulations and structure, and how s/he prefers to consume the information.
Physical fitness is a must - whether you are going to get an employment requiring physical labour or mental labour. For example, a person with tuberculosis or similar communicable disease in a call center may spread the virus to close contacts. A high blood pressure patient or an asthmatic may suffer attacks working with AC repairs, a color blind person is not suitable at traffic signals, etc.
It is imperative to measure general intelligence over and above subject knowledge. Aptitude evaluation is considered as the effective method to measure a candidate's ‘fit’, or match, for a position they have applied for. The results of aptitude assessment reveals candidate’s capability of critical thinking, problem-solving approach, attention to detail and his/her ability to learn, grasp, digest and apply new information. Applicants who perform and score well on job aptitude tests are more likely to successfully complete training. They are mostly better equipped to adapt and learn new skills in fast-changing work environments. Also, they prove themselves better decision-makers.
Psychometric tests evaluate important traits. These tests help measure candidates' suitability and capability for a role based on his/her personality traits and cognitive abilities required to perform the role. This particular evaluation aims to indicate a pattern in human behavior and categorizes candidates into four different personality types viz. Positive personality traits, dark personality traits, cognitive ability and motivation, values & preferences.
Final note on improving hiring quality
Tests and evaluations are an effective way to sift through candidates and filter out the best ones. It assists employers to disqualify candidates who don’t meet their minimum eligibility criteria and requirements. But, what happens if a candidate scores exceptionally high on test and evaluation parameters? Should employers rush to hire them? Well, maybe, and they should be. We wish you all the best in hiring quality candidates that not only boosts your business success but also skyrockets your customer satisfaction.
Published by Ruby Daub