Mettl’s assessments have been the biggest filter in our recruitment process. Their platform has helped us reach out to a higher volume our applicant numbers. Mettl constantly keeps innovating on their products and tries to introduce a new aspect to everything.
Are you aware that a bad hire can cost up to 5 times the hire’s annual salary?
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?
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.
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 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.
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.
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.
Let’s explore them in detail:
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.
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.
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.
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.
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.
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.
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.
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.
Let’s explore them in detail:
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.
It has six popular online assessment tools that measure a candidate’s skills, abilities and knowledge.
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.
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.
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.
They analyze an applicant’s knowledge in specific domains, such as IT, accounts, sales, HR, marketing and operations, etc.
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.
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.
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.
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.
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.
It is a technical recruitment platform that helps talent acquisition experts conduct coding challenges and online technical interviews.
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:
It is a comprehensive and robust platform that offers a portfolio of assessments for a holistic overview of a candidate’s potential.
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.
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.
Founded in 2005, Cappfinity is a global leader in strengths-based assessment, providing recruitment and development solutions to forward-thinking companies.
It is a platform that enables recruiters to customize programming tests for any coding language or technology and helps create customized assessments.
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.
Hiring experts can rely on Thrivemap if they plan to recruit a large volume of people for the same type of role.
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.
It is an online skills assessment software that helps recruiters measure an applicant’s skills, knowledge and personality traits.
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.
Harver is a New York-based startup that provides volume recruitment solutions, enabling companies to hire digital and fair at scale.
Founded in 1987, Hogan is grounded in more than three decades of validated research that offers personality assessment and leadership development.
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.
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.
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.
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.
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.
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:
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:
Five factors involved in the psychometric testing tool are shown below:
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.
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:
Click Here To Read The Entire Case Study
How Mercer | Mettl Addressed the Problem
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:
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.
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.
Click Here to read the detailed case study on behavioral 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.
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.
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.”
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.
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.
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:
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.
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.
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:
Here are some frequently asked questions on recruitment tests online, recruitment test meaning, recruitment assessment test examples to help you understand recruitment tests better.
Talent assessment tools help employers understand and address the team's specific skill gaps from an organizational strategy perspective.
A candidate test is part of a strategic recruitment test approach undertaken to assess a potential hire's ability during the new hire assessment stage.
Candidate screening is a process of reviewing job applications after candidate sourcing. It involves skimming through resumes and cover letters to identify the closest applicant-job description matches. The recruiters prioritize resumes with the relevant qualifications, experience, skill sets and projected candidate-organization fit.
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 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.
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.