An employee requires diverse skills to achieve positive results in any job role as proficiency in technical and soft skills accentuates an individual’s performance. That’s why skills tests are used in the hiring process to assess potential and productivity. The HR and L&D teams can utilize these tools to address talent gaps in the organization, conduct training sessions and perform succession planning.
During hiring or recruitment, most employers require candidates to take skills assessment tests to evaluate an individual’s aptitude or skills and determine whether they are a good match for the role. They make the formal job offer after the interviews, and skills assessment helps them make an informed decision.
These tests may be in the form of a general evaluation that helps gauge and evaluate an individual’s personality type and skills, and expertise level, which provides a detailed understanding of whether the candidate fits the position or would thrive in the company culture.
The entire recruitment and selection process can be stressful, but you can turn skills assessment tests into an opportunity to stand out from the competition. This method can prove to be your perfect ally when approached with the right mindset.
Business organizations employ customized skill assessments for recruiting and workforce development. The skills test can help the hiring managers recruit and retain the best talent during a campus or lateral hiring. Conducting skills assessment online can considerably reduce recruitment costs and help make the right hiring decisions. Learning and training and development teams can also utilize skills tests to identify their workforce’s knowledge gaps.
Employers conduct job skills assessments to make the right hiring decisions. Some of the most common methods of assessing candidates’ or existing employees’ skills are:
There’s no match for high-precision skill assessment tests. These are standardized, scientific and formal means of identifying high-potential employees and deserving candidates. Intrinsically, skill assessment tests must ensure the authenticity in scores, rating, grading and overall description. Hence, these tests are prepared to evaluate the assessee’s skills and abilities comprehensively.
A skills assessment test offers additional benefits over other assessment methods. For example, when evaluating through oldfangled skill test methods, you cannot vouch for the candidate’s genuineness because the facts presented in their resumes, job interviews, and reference checks can be misrepresented.
Such misleading results create a quandary for recruiters because chances are the candidates and existing employers might portray themselves in the best light to grab the opportunity.
However, when done right, structured interviews can serve the purpose well. Seasoned interviewers have the knack for finding if the interviewee is deceiving (mostly by observing their body language). Besides, job simulations are also useful in predicting job performance.
Despite the usability and importance of the two methods mentioned above, skill assessment tests are qualitatively more efficient and cost-effective than these standard methods.
Even though skills tests are used for various reasons, they are precisely undertaken before employment. Listed below are some common categories of skills assessment used during the recruitment process:
These assessments gauge a person’s expertise in a specific area, such as programming, math or typing. These skills refer to the abilities and talents that can be assessed. The results of hard skills assessment provide an accurate narrative of a candidate’s knowledge and skills.
Personality assessments can help recruiters deep-dive into candidates’ personality aspects, which could prove useful when considering someone for a position that requires a specific demeanor. For example, a highly extroverted candidate would be ideal for a customer-facing role, such as a sales-based role.
Work sample tests, sometimes also known as “realistic job previews,” include situational judgment tests, technical coding tests and case study presentations, among others. These assessments could indicate the test-taker’s actual job performance because the test is designed to mimic the real responsibilities related to the job role.
Much like work sample tests that assess how applicants would execute tasks in everyday situations, cognitive assessment tests measure how candidates function in unexpected settings. These tests evaluate a candidate’s ability to use abstract thinking when applying numerical and verbal reasoning skills. Employers, nowadays, also use game-based assessments to gauge cognitive ability.
After deliberating extensively, recruiters can use interviews to assess candidates based on their hard and soft skills. Interviews are often conducted independently or in conjunction with other types of skill assessments. There are two categories of interviews: structured and unstructured interviews.
Structured interviews include standardized questions for all applicants. This type of interview is based on objectivity, which helps eliminate biases and produce reliable data useful in making merit-based hiring decisions. Structured interviews are often based on a behavioral interviewing approach, which necessitates that an applicant’s past behavior be acknowledged to predict future performance and attitudes.
Unstructured: Unlike structured interviews, this type of interview aims to build a rapport/relationship between the interviewer and their candidates. Also, sometimes known as a non-directive interview, this interview type is generally recorded so the interviewees’ responses can be evaluated later, enabling the interviewer to focus on the meeting entirely.
Many businesses choose to integrate several types of assessments rather than focusing on one. This approach can provide more extensive results that will enhance the relevance of this practice. However, this is a time-consuming approach.
In the last few years, there has been a steady rise in those who use skill tests to attract and retain talent. While many leading companies rely heavily on pre-employment assessments, there is an enormous untapped potential yet explored in its adoption.
Scientific and technological advancements in assessment tools have expanded their reach, making them more affordable and convenient for employers. These tools ensure a remarkable candidate experience, also giving candidates remote access to skill assessment tests at their convenience.
Skill assessment tests provide deep insights about hard skills and several other vital competencies of both job applicants and current employees to accomplish organizational objectives. Skill tests can significantly help employers recruit quality hires and improve existing employees’ performance through well-informed and data-driven decisions.
In the HR industry, managers often grapple with the most common question: “Which skill test should I choose?’’ It depends entirely on the business requirements, the specific job position you must fill, and the required skill sets. For example, are you thinking of hiring a candidate with strong communication, problem-solving, programming or leadership skills? Your selection of skills assessment tests depends on the relevant skills you are seeking in your new employee. However, one must consider several factors before choosing an assessment, as mentioned below:
Skills assessment tests are incredibly useful for employers. These tests provide employers with critical insights into the recruitment process by filtering out undesirable candidates. However, apart from accurately assessing applicants’ competence, they can also differentiate candidates that may be better suited for another role or a promotion.
The art of successfully getting the best people on board is not as challenging as presumed by most recruiters. Finding the best hire is a strategic process that requires clarity from every employer. The ever-increasing talent pool and the advent of pre-employment tests have simplified selection. So, your primary goal in hiring new people shouldn’t merely be about increasing the headcount but recruiting and retaining the best quality employees.
Mercer | Mettl’s online assessment battery makes it reasonably easy to cut through the clutter and shortlist the best candidates with the utmost ease. The hiring process demands complete transparency, and there’s nothing better than assessing a candidate based on the skills listed on their resumes.
If you have less time to review candidates, you’ll want a platform that is easy to use and provides ready access to exams, candidates and results. That’s where self-manageable software will be beneficial in tracking an individual’s progress over time.
Test administrators have several options to create an online test and select questions. For instance, Mettl’s extensive library of SME verified assessments is immensely useful in designing a set of questions. These tests are readily customizable as per the administrator’s parameters for test configuration, test duration, question order and scoring logic, etc.
Administrators send invitations to the candidates who accept the test invite to begin their assessment. There is complete freedom to set up invitations for specific dates, times and IP addresses.
It’s not easy to get away with cheating on the skills assessment. Conducting large-scale exams is no more hassle, thanks to AI-powered remote proctoring that monitors suspicious activities and prevents candidates’ impersonation. In a secure virtual environment, candidates cannot access external apps and tabs on their browsers. Proctors have complete control on the assessment process, enabling them to gauge your candidates’ skillsets accurately.
There are no margins for errors at this stage of the self-assessment test. Candidates need to be verified via their Government ID cards and webcam. Simultaneously, proctors carefully check candidate surroundings and scan the test-takers’ computers before the test commences. Once it begins, proctors can easily access candidates’ video feeds and computer screens. They can capture screenshots, end a test session, or reconfirm candidates using image captures. Proctors can broadcast messages and communicate with one or multiple candidates simultaneously.
Employers get automatically generated reports after the test is completed. These reports feature essential data such as screen captures, live recordings, and chat logs, etc. These reports are also customizable to provide accurate, actionable data. Moreover, you can add additional milestones and progress events to the timeline. You can assign a catchy icon and a date tag for each event that lends enhanced visual appeal to your report.
Mercer | Mettl is a technology company that provides skill assessment tools, proctoring, and online assessment software. Our skills assessment tests enable companies and professionals to make well-informed decisions on recruitment, training and promotion. Mettl’s extensive library of skills tests and simulators can help you create well-customized assessments to evaluate the shortlisted candidates’ underlying abilities and existing skills. Explore a wide range of psychometric, cognitive, role-centric, and technical assessments to onboard the right people. An extensive library of online skill assessment tests allows employers to evaluate job candidates and existing employees on various criteria. It provides various assessments available across core corporate functions, industry-specific roles, and generic tests such as behavioral and cognitive, among others.
Many companies cultivate a healthy competitive culture that fosters positive reinforcement and motivation to excel for the broader organizational benefit. These skills assessment tests help evaluate a person’s suitability and competency for the job and determine whether they have the drive to succeed and thrive in the organizational setup.
These tests are typically used to determine where one lacks in skills and needs improvement, allowing companies to get precise data on the skills that need to be developed to increase productivity. These skills tests have internal validity scales, which can quickly detect any misrepresentation. This does measure your job suitability, weighing how you would fare and measure up to the company’s expectations in the long run.
This evaluation aims to assess how your skills and personality would fit the role, and if you will be productive and happy with the job for the long-term. Skills assessment tests need readiness mentally, physically, and psychologically – you must be well prepared to undertake the skills assessment tests at the appropriate time to ace the assessment.
We have listed the answers to the most commonly asked questions about skills assessment tests:
Professional skills are occupational competencies that are not acquired or taught as part of the academic study required to earn a Ph.D. or master’s degree. Professional skills such as project management, leadership, mentoring and dispute resolution add value to any career.
Given below are some unique skills that an employer looks for in candidates:
Skills and abilities enable you to perform exceptionally well in certain tasks. These are natural talents and strengths that distinguish one student/employee from another. A person’s natural abilities and knowledge and skills acquired through training and experience come under skills and abilities. Skills can be categorized into three classes:
From a candidate’s perspective, skills assessment tests can be challenging if they haven’t prepared well in advance. Candidate experience matters because interviews conjure up anxiety-inducing moments, which brings us to the question: How job applicants can prepare for skills assessment tests?
Have you been invited for an interview and asked to take an assessment test? There’s no need to be intimidated! Whether you are taking psychometric, coding, or aptitude tests, there are various ways to go about it. So how should you prepare beforehand?
Skills Assessment tests should not intimidate or scare you. You can prepare for this battery of trials to achieve a positive mindset before and during the evaluation. You may ask or inquire about the types of assessment tests that would be done and the approximate duration of the testing procedure. This should give you an advantage or some idea of what to expect. You can also practice personality tests online, such as the Myers-Briggs Personality Test. This would help you prepare and gain an understanding of your personal and professional abilities.
If you are tested in a particular skill, you must review the concepts and practice quizzes that can be taken online. If you can, inquire about how much the skills assessment test results would affect the hiring process or decision. Be careful, though, not to appear nervous or incompetent when asking about these details. Project confidence and show that you are committed to becoming a part of the company. This step will help boost your chances of being considered for the role.
When taking the skills assessment test or any tests for employment or promotion, please ensure that you provide accurate, honest, and consistent answers. Personality tests may have no right or wrong answers because there are none. Still, consistencies can be detected in your responses if you try to game the system. You would often observe some questions repeated yet plotted in different contexts to reveal if the answers are sincere and unwavering. The most common mistake noticed in skills assessment tests is when people fail to follow the instructions correctly.
You must ensure to read the questions and instructions and clarify when necessary. Do not make guesses with these assessment tests – take your time to comprehend problems before responding accurately.
After you complete the test, take some time to interact with the recruitment manager to express your commitment toward the role. You can also ask them for feedback on the results. Express gratitude regardless of the negative or positive criticism given to you.
Originally published December 4 2019, Updated September 29 2020
Thanks for submitting the comment. We’ll post the comment once its verified.
Would you like to comment?