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18 Actionable Recruitment Tests for Talent Assessment in 2021

Talent Assessment | 12 Min Read

18 Actionable Recruitment Tests for Talent Assessment in 2021

Introduction

If that’s not bad enough, you will incur additional costs in finding a replacement. 

Why does this happen? Why do employers often hire the complete opposite of what they seek in a candidate?

  • Is it because they were expected to fill a position quickly?
  • Is it because their research of the candidate’s skills and accomplishments written on their resume was not validated adequately?
  • Or, because their tools to assess a candidate’s performance, qualifications and traits needed for the job weren’t well-rounded and insightful enough? 

Perhaps why organizations are a bit copious in deciding who to hire but do such deliberations lead to fruitful hiring decisions. I don’t think so. When scouting for and recruiting a star candidate, the judgment must be data-backed and not based on cognitive biases that influence the hiring decision. The latter will only provide a one-dimensional view, leading to wrong hiring, snowballing into organization-wide challenges and inefficiencies.  

So how does one evaluate and identify potential candidates? How does one negate the element of surprises that comes with bad hires? The answer is simple: Recruitment assessment, also known as talent assessments.

 


What Is Recruitment Assessment?

A recruitment assessment refers to a test/exam given to candidates. This test offers evaluators an idea about how the applicant responds to specific situations and serves as a reliable predictor of their future behavior. Such assessments are a crucial part of the recruiting process and are usually administered between the initial screening and final interviews.

Recruitment assessment is a screening process undertaken to evaluate thousands of candidates’ skills, personality and perspectives as per the requirement to predict future job performance and make informed hiring decisions.

Recruitment assessments save a company from making a bad hiring decision. Sticking with old-fashioned interviewing poses problems, such as the interviewer being subconsciously biased toward one candidate due to demographics unessential to the job. But with a hiring test, the recruitment process is strengthened, and top talent is recognized almost immediately.

Alex Thompson
Founder and Director of Festoon House

Recruitment assessments minimize hiring risks and ensure the HRs doesn’t skip over the red flags that lead to losing out on rockstar candidates. They do that using talent assessment tools.

 


What is a Talent Assessment Tool?

Talent assessment tools help employers identify candidates with high mental aptitude, good behavioral traits and innovative thinking abilities. This candidate mapping tool aids small and large organizations to find right-fit candidates whose skills and talents match the job description.

Resumes don’t reveal the entire story, why a holistic hiring assessment tool is handy in enhancing the hiring procedure and making recruitment inexpensive, fair, prompt and result-driven. 

Subsequently, “these assessments can be used for a wide variety of roles from the C-suite, and the entry-level to across the organization. One can create assessments for almost any profile or role,” says. Michael Trust, an HR Consultant.

But predicting a candidate’s abilities and compatibility swiftly isn’t the only advantage that a recruitment test proffers. There is much more to this process than what meets the eye.

Recruitment tests are essential for helping recruiters and employers get a snapshot of what the prospective employee is like. This helps maximize the chances of correct skills matching with the role, but also whether the person has the appropriate internal attitudes and working style that's suited for working with the team.

Michelle Duval
CEO of Fingerprint for Success

 


Advantages of Recruitment Tests

As per the Aberdeen Group Study, 2015, “talent assessment tools, when used effectively, can have a major impact on key performance indicators (KPI), such as cost-to-and time-per, hiring manager’s satisfaction, employee retention, performance, and engagement.” The study also reveals that companies employing talent assessment tools are 36% more likely to be satisfied with their new hires.

No matter the purpose of your new hire assessment tests, the results are rewarding. The Online test for recruitment and selection offers some notable advantages if implemented correctly. Here are some that are difficult to ignore.

 

Advantages of hosting tests for recruitment

 

Let’s explore them in detail:

A. Saves Resources

The right recruitment assessment tool is powerful enough to reduce time-to-hire by bringing down long, arduous processes and minimizing the strain on the company’s revenue and productivity when critical roles are left vacant for too long. Efficient evaluation at scale enables a company to drastically reduce the time and costs associated with hiring, to hire the best at the earliest while also reducing its turnover.

B. Improves The Quality of Hire

A bid to hire the best talent has made it more challenging for the HRs to find the right fit. Despite spending considerably more time than they’d like on shortlisting the right candidate, they still make hiring mistakes. Well, not anymore. Hiring tests are a reasonably effective recruitment assessment method that offers an accurate overview of the applicants’ performance and potential. This enables a swifter shortlisting of suitable candidates, improving the quality of hire.

C. Instantaneous Results

A globally competitive marketplace mandates a near-instant result in organizational endeavors, which holds equally for workplace hiring. Instant is what makes sense the most, which is why we often blame bad results on slow decisions. However, employing recruiting assessment tests results in quite the opposite. The ability to holistically and instantaneously assess candidates’ skills and expertise upon completion, with evidence-backed data, ensures employers can dive into their decisions head-first.

D. Insightful, Accurate and Unbiased

When candidates are assessed by hiring managers with limited development knowledge, they invariably, albeit unknowingly, select candidates based on favorable interactions, shared interests, assumptions or peer approval. This prevents organizations from identifying and hiring the best candidate for the job. Tests for recruitment, however, offer validated metrics, helping shortlist and evaluate candidates fairly, without worrying about repercussions or subconscious prejudice. Accurate and in-depth insights objectively determine candidates’ profiles and compatibility with their roles, teams and organizational culture.

One of the best things about recruitment tests is that they focus on what a candidate knows and can handle. It's easy to get bogged down in looking at a resume. Inherent biases come out, and even when those aren't present, people don't always have the best resumes that reflect what they can do. Conversely, sometimes people have created an amazing resume that doesn't reflect the actual caliber of their skills.

Jake Hill
CEO of DebtHammer

E. Talent Development

When companies utilize candidate mapping tools, they are exposed to every macro and micro strength and vulnerability of the candidate, including a glimpse of their untapped potential. It tells them where a viable candidate falls in terms of experience level and the training they’ll need to succeed. If choosing to hire such candidates, companies can hone certain qualities to meet, if not exceed, business demands. They can design training modules for high-quality workforce development, initiate functional cross-disciplinary training, re-skill, upskill or mentor to enhance existing capabilities.

F. Improves Company Reputation

Selection tests in recruitment are fairer and swifter, often attracting positive responses from candidates and peers, leading to more significant connections. They strengthen the organization. Concurrently, a better understanding of the internally available talent also helps a company to maintain its competitive advantage in fulfilling its talent needs. This helps the organization to shuffle key roles internally when needed while retaining its reputation, expanding the business, and enhancing productivity and profit margins.

 


How To Conduct a Talent Assessment?

Talent assessments can be conducted in both online and offline environments, depending on the recruiter’s recruitment assessment method best suited for the specific job role, type and convenience.

For example, if a talent acquisition expert seeks to hire coders in the IT domain, he/she can select the best talent using the online coding simulator. It’s a recruitment assessment tool used by coders to write codes in real-time, within a coding environment. The applicant is evaluated on parameters, such as problem-solving skills, performance on the desired task and coding proficiency in general programming languages. Once the candidates complete coding, they are auto-graded in real-time based on the code quality, efficiency, correctness and scalability.

Similarly, if a recruiter seeks to employ a sales representative, they will ask the applicant to perform the activity in real-time to evaluate on-the-job skills. An interview can also be conducted as a group discussion to assess the candidate’s communication and convincing skills. This is ideally an offline mode of behavioral assessment.

 


Top 18 Recruitment Assessment Tools To Watch Out For in 2021

Now that you’ve explored the nuances of hiring test service and hiring assessment tests, you must select the right hiring test for your organization. 

But, which is the best assessment tool? The market is replete with numerous recruitment assessment providers. Companies are competing to choose the best talent assessment tool; hence, it is cardinal to find the best match for the job and the organization.

We’ve evaluated the top 15 talent and recruitment assessment tool providers that help recruiters in hiring the best candidates. Let us check them out:

  • Mercer | Mettl
  • Adface
  • Aspiring Minds
  • Codility
  • HackerRank
  • Criteria
  • InterviewMocha
  • eskill
  • Cappafinity (Koro)
  • Testdome
  • Thrivemap
  • HR Avatar
  • Skillsarena
  • The English Quiz
  • Harver
  • Hogan Assessments
  • HireMojo
  • Hirevue

Let’s explore them in detail:

 

Mercer | Mettl


Mettl was founded in 2010 and is one of the World’s largest online assessment platforms, offering all major tools, including recruitment, talent assessment, examination and proctoring and learning and development. Talent acquisition experts planning to hire candidates across all job roles can rely on Mercer | Mettl’s extensive assessment battery. 

  • Client size: 4000+ clients across 90+ countries
  • Assessments: 12 million+ annual assessments
  • Clientele: Uber, Cisco, IIMB, Adobe, American Express, Microsoft, Accenture, Airtel, Novartis, Maruti Suzuki, Britannia, Amazon.com, Inc., Amdocs, BCS, CSG, OLX, Toshiba, Wipro, Fujitsu, Frontier Software, Autodesk, Inc. and Backbase, among others. 
  • Offerings:

It has six popular online assessment tools that measure a candidate’s skills, abilities and knowledge.

1. Psychometric tests:

They measure the four critical aspects of human personality and assess whether the applicant is a good match for a specific job requirement. The four key elements of human personality are positive personality traits, dark personality traits, motivations, values, preferences and cognitive abilities.

2. Cognitive tests:

They assess an applicant’s critical thinking ability, verbal reasoning, numerical ability, problem-solving skills, etc., to execute a particular task, depending on the job function and type.

3. Behavioral tests:

These tests measure a candidate's human behavior and the course of action in a given organizational situation. The recruiter measures an individual’s behavioral competencies, such as skills, knowledge and personality traits.

4. Technical tests:

They analyze an applicant’s knowledge in specific domains, such as IT, accounts, sales, HR, marketing and operations, etc.

5. Coding test:

A coding assessment evaluates the candidate’s ability to write a code. Mercer | Mettl offers customized coding assessments for applicants to choose ready-made tests from a comprehensive test library. A coder can take the assessment in a risk-free, secure and proctored coding environment.

6. Spoken English tests:

They evaluate a candidate’s spoken skills, such as pronunciation, fluency, grammar, and listening comprehension for job roles, such as BPO, sales and marketing, etc.

7. AI-powered proctoring:

It also offers online proctoring with AI-powered tools to conduct secure virtual exams. The AI and human-based proctoring monitors candidates’ behavior and actions for suspicious activities. The remote proctoring technology eliminates impersonation risks, using multi-factor authentication. Also, a safe exam browser prevents candidates from accessing the internet.

AdFace


It is a skill assessment platform that uses AI-powered technology to recruit candidates for software-specific roles, such as qualified developers and engineers. This
recruitment assessment tool is suitable only for the first-round technical interviews.

  • Skills repository: A rich test library of 700+ skills
  • Clientele: Amazon.com, Inc., Paypal, Government of Singapore, Nielsen, Optimum Solutions, etc.
  • Offerings:
    • AdFace Skill Assessments evaluate candidates’ aptitude, technical and coding skills, using an AI chatbot, Ada, with an in-built code editor.    
    • AdFace PairPro is another feature that assesses developers’ problem-solving, coding, and communication skills with real-time pair programming interviews. 
    • There is an extensive test library for programming languages, aptitude tests, framework-specific tests, database tests and other such popular tests.

 

Aspiringminds (Aspiring Minds)


It offers various assessments, such as cognitive ability, personality tests, coding tests, sales ability tests, customer service and job skills tests. Recruiters can make smart hiring decisions and pool in skilled and qualified candidates with a host of
selection assessment methods.

  • Client size: 3,000+ clients globally
  • Clientele: Amazon.com, Inc., Cognizant, Wipro, NTT Data, EXL, Genpact
  • Assessments: 5.5 million coding assessments

 

Codility


It is a technical recruitment platform that helps talent acquisition experts conduct coding challenges and online technical interviews.

  • Client size: 1000+ clients across 62 countries
  • Clientele: Amazon.com, Inc., Cognizant, Wipro, NTT Data, EXL, Genpact
  • Offerings:
    • The company’s technical recruiting platform automates sourcing, screening and interviewing. Codility makes it easy for recruiters to hire tech teams as they have access to reliable candidate insights and predictable scoring.  
    • Tech recruiters can quickly identify qualified candidates and save time with accurate code screening and effective online tech interviews. 
    • You can reduce the interview time-per-hire. 
    • You can revolutionize your recruitment with Codecheck as it helps recruiters measure candidates’ skills, knowledge and abilities, enabling workforce deployment at scale.  
    • Codelive is another feature that assists talent acquisition experts in conducting face-to-face remote interviews in a more flexible, efficient and agile manner.

 

HackerRank


Founded in 2009, it is a technology hiring platform that assesses developer skills for over 2,000+ companies globally and helps companies use coding assessments in over 35 programming languages. Let’s take a look at some of its offerings:

  • Client Size: 2,000+ customers and 11+ million developers on the platform
  • Clientele: BlackRock, Goldman Sachs, Lloyds Bank, Moody’s Analytics, Morgan Stanley, Paypal, WePay, Expedia, LinkedIn, Amazon.com, Inc., etc. 
  • Offerings:
    • HackerRank Codescreen: It helps find quality talent faster, with online coding tests and assessments. This feature enables you to create customized role-specific evaluations, invite candidates to take the assessment, automatically review, score and rank them. You can identify and advance top performers based on the assessment’s results.  
    • HackerRank CodePair: It assesses candidates’ advanced technical skills remotely. It evaluates a candidate’s problem-solving, system design and communication skills with real-time pair programming.

 

Criteria


It is a comprehensive and robust platform that offers a portfolio of assessments for a holistic overview of a candidate’s potential.

  • Client Size: 4,000 clients in over 60 countries worldwide
  • Clientele: US Department of Agriculture, MedUSA, Domino’s Pizza.
  • Offerings:
    • Cognitive Aptitude: It measures a candidate’s cognitive intelligence, such as problem-solving, attention to detail, learning ability, mechanical reasoning, concentration and focus.   
    • Personality: It measures a candidate’s work style and behavioral tendencies, such as general personality, integrity and honesty, sales or customer service fit.
    • Emotional Intelligence: Recruiters identify candidates with empathy and understanding to succeed in the workplace. 
    • Skills: It measures candidates’ basic competencies, such as general job readiness, necessary computer skills, typing and data entry, verbal, math and comprehension, acquired through past experiences.

 

Interview Mocha


It is a comprehensive assessment platform that offers over 1,000 skill tests for coding, enterprise resource planning, finance, languages, manufacturing and retail, among others.

  • Clientele: Capgemini, Coupa, The United Nations, Fujitsu Limited, Gartner, Inc.
  • Offerings:
    • Popular skills tests provided are Big Data Pig Online Test, Java, Coding, Bank Teller Aptitude Test, and Salesforce CRM Test. 
    • You can view a battery of skills tests and curate your assessments, depending on the job role and competency requirements. Interview Mocha can also assemble a customized test for candidates.
    • It also offers assessment integration and candidate ranking tools.

 

e-Skill


It’s the Swiss-army knife of online skills assessments. This
recruitment analysis tool offers customized assessments for specific job-roles such as HR, sales, administration, IT, and accounting.

  • Clientele: FedEx corporation, Randstad India, LG, The Coca-Cola Company, PepsiCo, Orvis and several others.  
  • Offerings:
    • e-Skill has some popular assessments to measure candidates’ potential, such as basic office skills, data entry test, clerical skills test, mechanical aptitude test, basic math skills and remote working skills test, etc. 
    • It offers various assessments such as pre-employment, behavioral, employee training, skill testing, voice and video interviewing, video response, etc.

 

Cappfinity (Koro)


Founded in 2005, Cappfinity is a global leader in strengths-based assessment, providing recruitment and development solutions to forward-thinking companies. 

  • Client Size: Over 150 organizations 
  • Clientele: EY, Barclays, Standard Chartered, Aviva
  • Offerings:
    • The online assessment tool offers validated assessments that measure a candidate’s strengths, skills, preferences, cognitive abilities, personality, values and experience. It consists of Koru7 Impact Skills that are sought by employers in their best-fit hires. These are grit, rigor, impact, teamwork, curiosity, ownership and polish. 
    • A candidate takes a simple 20-minute pre-interview assessment and receives immediate feedback on their top Koru7 Impact Skills. The consistent and unbiased analysis empowers hiring experts to screen and select candidates faster.

 

TestDome


It is a platform that enables recruiters to customize programming tests for any coding language or technology and helps create customized assessments. 

  • Clientele: eBay, Indeed, PayPal, Turkish Airlines
  • Offerings:

The online assessment platform has a list of tests for candidates, such as general tests, including numerical, verbal reasoning, abstract reasoning, English comprehension, project management. It also evaluates candidates’ codes and answers, helping hiring experts make better decisions.

 

ThriveMap


Hiring experts can rely on Thrivemap if they plan to recruit a large volume of people for the same type of role. 

  • Clientele: Safelite Autoglass, Dolby, Hermes
  • Offerings:
    • The online assessment tool offers personalized work simulation pre-hire assessments for high volume hiring. Job simulation enables candidates to work in a simulated organizational work environment and helps recruiters choose the right hire. 
    • It offers off-the-shelf assessments for evaluating a candidate’s basic level of competence. They are Technical Skills Test, Situational Judgment Test, Cognitive Ability Test, Behavioral/Personality Test.

 

HR Avatar


HR Avatar helps employers hire the best possible employees. They administer online pre-employment selection tests, automated reference checks, and video interviews to job candidates and provide detailed reports to recruiters and hiring managers.

  • Clientele: Alto-Shaam, Inc., Deriv, Beyond, McDonald’s, Exl Service, PWC, PCI, Seibels, etc. 
  • Offerings:
    • It offers a simulation-based, pre-employment test that evaluates candidates’ cognitive abilities, writing abilities, knowledge and skills, personality factors, emotional intelligence, behavioral history and job knowledge. 
    • It offers notable skills assessments, such as mechanical aptitude, Spoken English, digital literacy, Office simulations – Word, Excel, PowerPoint, Outlook, and simulated chat-based customer service. Besides, the tests are animated instead of text-based and simulate real job situations. For example: responding to a disgruntled customer.

 

Skillsarena


It is an online skills assessment software that helps recruiters measure an applicant’s skills, knowledge and personality traits.

  • Clientele: Capita Plc, BBFC, ASTER Group LLC, Edge Hill University, Secom Co, Ltd., etc.  
  • Offerings
    • Situational Judgment: You can evaluate a candidate’s reaction to specific situations encountered at the workplace. 
    • Skill tests: A vast range of skill assessments from job simulations, Microsoft Office, literacy to numeracy assess a candidate’s critical thinking skills. 
    • Psychometric assessment measures an individual’s personality, subject to several situations.

 

The English Quiz


It is an English online assessment platform that
offers ready-made or fully-customized tests for recruitment, in-house audits and pre and post-training. The platform evaluates candidates’ oral and written English competency. You can also use English assessments for candidate recruitment, training assessments, mobility/internal audits, call centers, admission and IT recruiting.

  • Clientele: Octo Cons, Kering, PWC, Festo, Atos, Aire, Wavestone 
  • Offerings:
    • This online test for recruitment offers pre-employment English tests that reduce the time dedicated to pre-employment English proficiency testing for recruitment.
    • It provides a selection of ready-made or fully-customizable online English assessments for recruitment, in-house audits and pre/post-training.

 

Harver


Harver is a New York-based startup that provides volume recruitment solutions, enabling companies to hire digital and fair at scale.

  • Client Size: 100+
  • Clientele: Netflix, Zappos.com, UIPath, KPMG
  • Offerings 
    • Harver provides an all-in-one candidate selection suite designed to drastically reduce time-to-hire. 
    • It handles large numbers of applicants and optimizes high volume hiring processes.
    • The brand’s candidate selection software is designed to build a diverse and inclusive workforce. It also enables clients the ability to collect data after the interview to fight future unconscious bias.

 

Hogan Assessments


Founded in 1987, Hogan is grounded in more than three decades of validated research that offers personality assessment and leadership development. 

  • Client Size: 56 countries 
  • Clientele: Fortune 500
  • Offerings 
    • Hogan provides an efficient set of tools to predict a candidate’s performance and hand-pick the ideal candidate from a curated list. 
    • It also provides tools for improving both leaders’ and their employees’ performance to chart a clear path toward organizational success.

 

HireMojo


HireMojo is a subscription-based hiring automation platform. The system uses AI, robots, big data, and analytics to help you fill jobs across your company faster, more conveniently and at reduced costs. 

  • Clientele: Stanford University, American Homes, PMI
  • Offerings 
    • HireMojo’s solution automates every step of the hiring process, from the job description and interview questions creation to screening and scoring and candidate management.
    • It helps quickly create job descriptions using HireMojo’s job description library that leads to great hires.
    • It automatically pre-screens and ranks all applicants through a patented online interview process that allows HRs to cut through all the unqualified resumes.

 

Hirevue


Hirevue is a video interviewing and assessment software provider that helps global enterprises gain a competitive advantage in the modern talent marketplace. It has transformed the way companies discover and hire talent and is available in over 30 languages. 

  • Client Size: More than 700 enterprise customers worldwide
  • Clientele: Vodafone, Tiffany & Co., Qantas
  • Offerings 
    • It provides on-demand and live video interviewing services that power a more convenient and scalable process for recruiters, hiring managers and candidates.
    • It also offers interview assessments that dramatically increase recruitment efficiency by eliminating outdated phone screens and evaluating candidates’ on-job-relevant skills.

All this information can be overwhelming. Hence, a word of caution- be extremely particular when shortlisting a hiring assessment company or a recruitment test provider. A holistic recruitment test provider will finetune its solutions by matching them to your hiring process and its requirements. Hence, the absence of any feature that doesn’t lead you to your end-game will steer you away from proper evaluation and ideal hiring. Consequently, it also means employing an irrelevant recruitment and assessment service provider.

Are you still confused? Don’t worry. We have you covered with some information that’ll help you swiftly shortlist your ideal hiring test service provider.

 


Features of Candidate Assessment Tools

A talented and skilled workforce is a prerequisite for any organization. Therefore, companies invest enormous resources, financial and otherwise, in onboarding the best workforce.  Organizations want to hire the top talent. Therefore, talent acquisition experts are revamping their hiring strategies on a large scale to recruit skilled and qualified candidates. 

There is a high demand for adopting talent assessment tools among businesses of various sizes as they help recruiters analyze employees’ skills, aptitude, knowledge, hidden talents and training needs. Candidate mapping tools assist hiring experts in employing talented individuals.

 

To me, a good recruitment assessment tool should help us understand the person as a dynamic and complex human. It also should recognize that a person's ability to succeed in a role should look beyond just skills or experience. The X factor that somebody brings to work is in their human skills (what others might call soft skills), and you want a tool that measures for the X factor.

Michelle Duval
CEO, Fingerprint for Success

 

 

Here are some of the underlying features of talent assessments tools that’ll help you choose the right hiring assessment company:

  • The right hiring assessment helps recruiters to obtain accurate, evidence-based information from applicants. Talent acquisition experts gain an overview of the candidate’s personality traits, interests, motivation levels, skills, abilities and knowledge.
  • Employment Assessment Tests make the hiring process easier, more productive, helping the companies focus on candidates with the requisite skills and temperaments.
  • Predictive hiring assessment eliminates candidate bias that may hamper the hiring process and enhance the candidate experience.
  • Hiring assessment tools measure the expanse of a candidate’s knowledge: such as Mercer | Mettl’s hiring assessment questions and hiring assessment test samples.
  • An organization can acquire a workforce that is proactive, job-focused, quick, with rational thinking ability, good behavioral traits and multi-tasking skills, thanks to online assessment tests for jobs.
  • A hiring test online also aids smaller organizations with a vast scope for work. The tools help recruiters conduct assessments in a quick, easy and organized manner.
  • Additionally, recruitment assessment tools also help narrow down the candidates whose values and objectives are in sync with the company's culture.

Now that we’ve shortlisted our service providers based on hiring requirements, it is now time to move to the next part, which involves understanding the types of talent assessment tools.

 


What are the Different Types of Recruitment Assessments Tools

Mark Webster, Co-founder of Authority Hacker, ensures all applicants to go through a cognitive and personality testing service across all roles during the recruitment process. He says, “These tests are about checking for a strong level of engagement and understanding of the job.”

 

Types of Recruitment Assessment Tests include:

 

Types of Recruitment Assessment Tests include

A. What is Psychometric Assessment?

Psychometric assessment is a standard and scientific method that analyzes the candidate’s personality traits and mental abilities. This recruitment assessment tool gauges an individual’s ability to perform the task effectively and efficiently.

Psychometric assessment is derived from personality and behavior. Personality is what we are, while behavior is all about actions. Hence, psychometric tests measure the 4 key aspects of human personality. They are listed below:

  • Positive personality traits help recruiters identify and assess the candidate’s key personality traits that can influence trainability, culture fitment and job performance.
  • Dark personality traits help employers understand the critical negative characteristics that may impact the safety of employees, customers and the broader work culture. 
  • Cognitive ability is the fourth aspect of personality that measures the applicant’s ability to think logically and analyze any given situation to derive logical conclusions.

 

Five factors involved in the psychometric testing tool are shown below:

 

Mercer | Mettl's personality profiler

This recruitment test type pinpoints the exact traits needed for the job while significantly enhancing the selection and engagement experiences. You can deep-dive into different types of psychometric assessments here. They offer valuable insights to talent acquisition experts.

Success Story

How Mercer | Mettl helped CP Plus reduce its attrition rate by 50% using psychometric assessments


CP Plus is a leading
tech-security solutions provider that offers a comprehensive range of advanced security and surveillance solutions. Despite its formidable presence in the electronic surveillance products segment, the company was facing several challenges in growing and expanding its business. It was hard-pressed to find a dynamic sales team to further its mandate.

Some of its challenges were:

  • The non-availability of a secure and effective platform to find the right candidates. 
  • No specific tools and resources to assess candidates’ skills. 
  • Limited tools to target focused hiring in a reasonable time-frame. 
  • Inadequate means to hire candidates in bulk while ensuring their quality.  
  • Outdated assessments that were not aligned with industry benchmarks.

 

Click Here To Read The Entire Case Study

 

How Mercer | Mettl Addressed the Problem

  • Mettl Personality Inventory helped assess the candidates’ critical personality traits deemed desirable for sales roles. The tool helped measure and predict behavioral competencies, assisting recruiters in shortlisting the right cultural fit. 
  • Mettl’s Sales Profiler helped the recruiters identify critical behavioral and cognitive competencies specific to the organizational requirements. 

Impact

  • A remarkable difference was observed after using Mercer | Mettl’s suite of scientifically-validated assessments. The attrition rate dropped by up to 50%. 
  • CP Plus quickly built new teams and improved team efficiency, improving its overall organizational productivity.  
  • The quality of hires for the sales department and customer-facing roles improved significantly.

B. What is Behavioral Assessment?

A behavioral assessment helps recruiters understand the candidate’s behavior in a simulated work environment. The applicants must demonstrate behavior competencies in one or more activities relevant to their job role and resemble an actual organizational situation.

Applicants are presented with realistic work scenarios with possible actions to gauge candidate behavior. They have to select either the best option or rank the possible actions based on their effectiveness.

Behavioral assessments are essential candidate mapping tools to find the right fit for the job role. A behavioral tool brings clarity to how people behave at work. Hence, they combine innovation and scientific rigor to assess role fitment. Recruiters can make informed decisions about the organization’s future leaders.

There are different types of behavior evaluation tools that are often used together to assess the role-fitment. The explanation for each behavioral tool is exhibited in the table below:

 

Recruitment hiring tools

Source: https://blog.mettl.com/guide/behavioral-assessment-test/

These tools are engaging ways to choose the right people for the right jobs and are often customized to emulate the organizational setting and the role’s challenges.

Success Story

How Mercer | Mettl helped a pharmaceutical firm improve its talent acquisition process using behavioral assessment tools


A pharmaceutical behemoth that discovers, develops and markets various healthcare therapies to customers was hiring extensively. Given the large volumes of candidate evaluation, the company
struggled to find a competency framework with the right mix of aptitude and behavioral assessments.  

Mercer | Mettl’s team carried out an in-depth exercise to understand the key competencies required across different roles and levels. The team analyzed comprehensively to curate the right assessments and benchmarked them to identify relevant candidates. The reports were customized to address the key business needs and identify relevant candidates. Besides, Mercer | Mettl conducted the entire recruitment cycle on the organization’s career portal, ensuring a seamless experience for candidates and the company. 

Impact

  • The pharma giant immensely improved its talent acquisition process. 
  • Candidate filtration was doubled, with the right mix of aptitude and behavioral assessments.  
  • 100+ assessments were created and benchmarked across 30+ business units.

Click Here to read the detailed case study on behavioral assessments.

C. What are Cognitive Assessments?

Cognitive assessments measure the candidate’s thinking abilities, such as perception, reasoning, memory, verbal skills and problem-solving skills. These assessments are designed to challenge the applicant’s ability to pay attention, visualize, recognize, organize and their potential to solve problems when learning new job skills or tackling workplace issues.

 

Measuring cognitive intelligence

 

Cognitive tests assess critical thinking and reasoning logic related to on-the-job performance. Through a series of complex questions, the test measures two intelligent types- crystallized intelligence and fluid intelligence.

 

Cognitve assessment tools

D. What are Technical Assessments?

Technical assessments evaluate the applicant’s functional and subject knowledge for a specific job role. The questions in technical tests are based on the skill requirement of a specific job role. The competencies in technical assessment vary with the job function, job role and industry. This test enables recruiters to filter stellar technical talent from a vast candidate pool, using a combination of application-based questions, such as MCQs and simulators.

The process to identify technical competencies in applicants:

  • Understand the applicants’ technical competencies based on the job role, industry and organization-specific context.
  • After analyzing the applicant’s underlying technical competency, you can create assessment blueprints, listing skills and subskills essential to cover each technical competency.
  • Create competency-wise content from Mercer | Mettl’s repository.
  • With SMEs’ assistance, you can design assignments and reports from a combination of question types as per the requirement.

E. What are Coding Assessments?

Coding assessments measure applicants’ know-how and evaluate them on languages and technologies, such as Java, Python, C++, Oracle, SQL, etc. A hiring manager filters quality technical talent from a vast candidate pool by using a combination of knowledge and application-based techniques, such as MCQs and simulators.

Besides, coding assessments measure the candidate’s ability to fulfill the essential criteria and job requirements. A meaningful talent evaluation from the beginning ensures the ensuing steps enable successful hiring. Hence, coding assessments are best suited before the interview round and should be administered as part of technical screening.

Before hiring new team members, Peter Schoeman, Founder/CEO of The Dog Adventure,  considers applying a selection assessment method. For instance, he takes a writing test to gauge heavy work in communications or encourages an IT superstar to complete an independent project for the company. He states, “these skills assessments save you a lot of difficulties on the line by demonstrating, beyond any doubt, that your stellar candidate has the skills and talent necessary to succeed.”

Success Story

How Mercer | Mettl scaled Indus Valley Partners’ (IVP)’s organizational efficiency by 50% during technical hiring


Indus Valley Partners, a leading technology solution and consulting service provider in the global asset management industry, sought talented coders. However, it didn’t have the assessment tools to undertake an efficient, easy and accurate evaluation process.

The company also faced numerous other challenges, including:

  • Inefficient, traditional methods
  • Lack of in-depth and actionable reports
  • Inadequate staffing and time constraints
  • A large-scale and time-consuming screening process
  • Evaluation of candidates’ coding skills on various parameters
  • Simplifying the entire technical hiring process

Indus Valley Partners employed Mercer | Mettl’s online assessment platform, using coding assessments to test candidates’ coding abilities, down to the code efficiency level. They were evaluated on concepts such as recursion, AI Stacks, and more to onboard the best developers. 

Recruiters were able to automate and scale up the screening process via technical assessments. The candidate’s coding potential was assessed accurately, using Mercer | Mettl’s coding simulator. 

Impact

  • Its first campus recruitment drive was successfully concluded, with the hiring of up to twenty developers and ten QA engineers. Thousands of work hours were saved. 
  • The organizational efficiency shot up by up to 50% while conducting technical hiring. An extensive library of coding simulators also enabled better screening and faster hiring of talent.

F. What is a Spoken English Assessment?

A spoken English assessment measures a candidate’s pronunciation, fluency, grammar and listening comprehension. It also assesses the applicant’s cultural fitment and domain knowledge.

Good communication skills are significant for success in the globally-interlinked economy. Hiring experts seek candidates who can effectively communicate in English and maximize business collaborations. Hence, this recruitment testing method is the best filtration tool to assess applicants applying for customer-facing roles and industries such as sales, BPO, hospitality, media house and branding, etc. 

Talent acquisition experts can also assess candidates through application/situation-based tests. Such assessments enable recruiters to predict the applicant’s on-the-job mental ability, behavior pattern, course of action, and decision-making in performing real-time tasks. 

Here’s how one can assess an applicant’s competency:

 

Job simulations


A job simulator is a pre-employment test where candidates perform the tasks in real-time. A recruiter assesses candidates on organizational situations performed on the job. For example, a sales representative can be asked to deal with customers and resolve their issues over a chat. A
hypothetical scenario can test their analytical and logical thinking skills. Such a talent mapping assessment is similar to a work sample. However, the former involves more on-the-spot work.

For example: Using coding simulators to assess the proficiency of technical candidates. 

Coding assessment analyzes a technical candidate’s hands-on experience and the ability to solve a problem in their desired programming language. Talent acquisition experts assess the coders on code quality, efficiency, correctness and scalability, etc. An online programming test can be conducted on a coding test platform to evaluate the candidate’s test cases of your choice and the code’s effectiveness.

 

Online and offline job simulators

Feedback Assessment


The third type of
online assessment test used by talent acquisition experts is- 360-degree assessment. Here, the HR seeks feedback from multiple stakeholders such as the employee’s superiors, peers, direct reports, and even clients to understand their perception regarding the employee’s readiness to take on a specific role. 

It is also a feedback mechanism that helps employees gain an improved perspective on performance, skill levels and behavior as perceived by others.

A 360-degree evaluation is an additional metric used to determine the right fit, and those multiple perspectives are factored in when making the final decision.

 


How Mercer | Mettl Is Unique

Mercer | Mettl’s online platform helps recruiters and companies to make significant people decisions with a comprehensive suite of tools for talent assessment and recruiting solutions. Evaluating a large number of candidates across various domains is not easy for hiring experts. A thorough, well-researched and analytics-led approach is pivotal, and that’s where Mercer | Mettl’s recruitment testing methods are extremely useful.

Some of the popular talent assessment tools offered by Mercer | Mettl are listed below in the figure:

 

talent assessment tools offered by Mercer | Mettl

 

Mercer|Mettl's psychometric offerings

 

Domain Functional Assessment

 


FAQs

Here are some frequently asked questions on recruitment tests online, recruitment test meaning, recruitment assessment test examples to help you understand recruitment tests better.

Why are talent assessment tools used for workforce development?

What is a candidate test?

What is candidate screening?

That is about it from us. This is our complete guide book on recruitment assessment

We believe that this handy piece offered you clarity and assuaged your concerns, preparing you to confidently embrace the value of hiring tests.  

Now let’s turn it over to you.

What did you think about this guide? What made you take to recruitment tests? 

Is there something you’d like us to include? Let us know by leaving a comment below, and we will surely add them.

Originally published October 12 2020, Updated March 3 2021

Shirisha Jain

Written by

Shirisha has been helping countless brands gain traction with her content. Her deep understanding of the education sector and sound knowledge of technical skills have helped her structure the most creative solutions for key stakeholders. Shirisha has also ghosted pieces for several industry honcho’s successfully published both online and offline. When she's not keeping up with the world, you're sure to find her catching up on bollywood stories or gramming for fun.

About This Topic

Talent assessment is the practice of assessing talent before making critical organizational decisions, such as hiring, development, promotions, etc. Talent assessments evaluate a candidate’s skills, knowledge, personality, behavior, and work style to future-proof an organization’s business interests.

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