How to Choose the Best Hiring Assessments Software

Every company faces the problem of finding people that suit its culture and have the appropriate skill set. Resumé-based hiring is no longer effective. Not all jobs lend themselves to innovative hiring methods like portfolio-based hiring, and conducting in-person interviews with every applicant to assess their qualifications is neither practical nor sustainable.

 

Every business should conduct a hard and soft skills assessment of each applicant to speed up the hiring process and improve its objectivity. The appropriate hiring assessments software can help.

 

Guide To Choosing the Best Hiring Assessments Software

 

Timing of screening skills: Hiring assessment software should be used after determining if you want to select applicants before or after conducting interviews. In contrast to conducting skills assessments after the initial round of interviews, testing candidates’ abilities before the interviews makes it easier to weed out unqualified individuals quickly and reduces the time spent on pre-screening. You can use mechanical reasoning test software for screening the technical skills of applicants.

 

Choices for testing range: Some pre-employment testing choices are appropriate for different occupations, but the majority are only intended for hiring developers. Check in advance to see if the program you’re considering purchasing offers customizable tests, what kinds of talents you can screen (hard skills, soft skills, aptitude tests, etc.), and if it is appropriate for non-technical occupations.

 

 

Integrations with other technologies, such as applicant tracking systems: If you already use an ATS, you may want the ability to connect it to your pre-employment testing tool. However, a pre-employment testing solution with a standalone built-in applicant tracking system can be a smart choice if you’re not using an ATS, or you plan to use skills tests in the first stage of the recruiting process (for example, instead of collecting resumes).

 

Choices for pricing: There are many cost structures for skills evaluation programs, including monthly subscriptions, charging for each candidate, or pricing for each test. You may want to select the “pay per candidate” option if you’re employing a skills test in the closing stages of the hiring process and don’t need to hire people very frequently.

 

On the other hand, monthly subscriptions could be a more affordable choice if you hire frequently or choose to screen candidates’ fundamental job skills in the first stage of your recruitment process.

 

The Challenge?

 

There is a wide range of recruiting assessment software and screening tools on the market, from more specific exams to gauge candidates’ abilities in a broad range of categories to more generic assessments to examine candidates’ technical proficiency. When selecting hiring assessment software for your company, use the above guide for a streamlined and efficient hiring process to make the best ROI for your company.

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