Not all tests are created equal. If you believe that you are a strategic recruiter, then you probably use or are considering using online tests to select the right person for the right role. Online assessments have now become widely recognized as a staple in every recruiter’s toolbox. Because of this, there are now dozens of vendors offering assessments to cater to the growing demand. This leaves recruiters confused on which tools best fits their needs.

We have come up with a list of questions every recruiter should demand answers from their assessment providers if they want something that will improve recruitment efficiency and make their screening & selection methodology accurate and effective.

QUESTION #1:  Is It Reliable & Valid?

By far, the most important element in choosing a pre-employment assessment partner is knowing the science behind the test. It is not only important that tests measure what they are supposed to measure (e.g. Cognitive tests measure learning ability), it is equally critical that tests produce similar results under consistent conditions every time. For example, a standard weighing scale is considered extremely reliable since it accurately tells you your weight on the first time, the second time and even up to the tenth time you step on it.

This is why we use online tests in the first place, because we know that every recruiter tends to be subjective or biased in making hiring decisions. As such, we are increasing our probability of hiring the right person by employing a more consistent measure.

To test that an assessment tool is reliable, we need to look at the reliability coefficient. This is a value between 0 to 1, with 1 being the most reliable score (100% reliability) while 0 being the least reliable score. Studies show that behavioral event interviews (BEI) or structured interviews have a reliability coefficient of 0.4 (40% reliability) versus unstructured interviews at 0.2 (20% reliability). It means that you are better off doing a structured interview over an unstructured one because you can consistently predict who will succeed in a job 4 out of 10 times (instead of 2 out of 10 times).

In the same way, a test that gives a higher reliability coefficient score will give you better results over time and actually help you place the right people in the right roles.

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QUESTION #2: Does It Measure Job Competencies?

Competencies are the knowledge, skills and abilities that contribute to job success. These vary from company to company and help shape its culture, values and expected outcomes.

Given this, a “one size fits all” approach to assessment is rarely the way to go. Expecting that the people you hire will perform unique functions and require different competencies, one IQ or aptitude test will not be able to address the difference in job levels and functions.

Remember: If you are part of a leading organization with your own uniquely defined core, leadership and functional competencies, an ideal pre-employment assessment provider must be able to offer assessment tools that link to your own competencies. Better yet, a notch higher would be the possibility of customizing the tools to use the same competency definition and terms that link to your competency dictionary as well the ability to choose from a wide library of existing assessment tools. This way, a clear alignment is achieved and you are one step closer to hiring the right person for the right role.

QUESTION #3: Is It Accessible Anytime, Anywhere?

Web-based technologies are the way to go when looking for a pre-employment assessment provider that can really test “anytime and anywhere.” Just like Facebook or LinkedIn, assessment tools and results should be web-based without all the hassle and fuss. For as long as you have internet access, you should be able to log in, administer a test and retrieve completed assessments, granted of course that you keep your username and password confidential to avoid security issues.

Remember: Modern online assessments don’t require you to install or download any software anymore. Technologies allowed the use of cloud computing to make it easy to access the assessment on an internet-connected device.

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QUESTION #4: Can You Customize Assessments Specific for Each Job?

When we say customizable, this does not mean changing the questions or reducing the number of items. You definitely don’t want to do this as doing so changes the standard design of the test and will most likely alter the assessment’s capability to measure what it’s supposed to measure with great accuracy and consistency.

Remember: The ability to customize refers to how you are able to choose competencies and create your own test batteries for each unique job role. As you will agree, this is important because each job has different requirements and will, therefore, require different tests to measure these.

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QUESTION #5:  Does It Generate Test Results Easily & Instantly?

There is no point in having an online test if the results are not instantly generated. A key benefit of online test administration is that it eliminates the time to check papers and compute for test scores—saving time for both the recruiters and the candidates. With all the technology that is out there, it is not difficult to find an assessment provider that is considered “plug and play.”

Remember: Partner with a provider that guarantees easy online test administration for the candidate and easy online report generation for the recruiter. It is definitely win-win.

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QUESTION #6: Is It Convenient for Both Recruiter & Candidate?

Because of the speed of hiring in this new recruitment landscape, there are many questions that recruiters need to answer quickly before making a job offer– Does the applicant fit our culture? Does he or she have the potential to be a leader? Or does he or she have the right competencies for the role?

If we only have a report that generates a pass or fail score, we don’t really get a complete picture. As such, the option to have different interpretations of a test score to answer these valuable questions makes a pre-employment assessment provider stand out.

Remember: Choosing an assessment partner that allows you to read into the score through various reports not only is ideal, but also sets you up for present and future success in applicant selection.

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QUESTION #7: Does It Allow for Various Methods of Screening & Selection?

Just as we do background checks, CV reviews and panel interviews, testing is only one of the methods to assess talent. The idea is that the more methods we employ, the more accurate we are in determining a candidate’s “fit.”

Following this logic, it would be really helpful to find pre-employment assessment partners who can also offer new ways of assessing candidates or simply allow integration of other assessment methods with standardized testing. Doing so can increase our ability to predict the applicants who “fit” and allow us to support the hiring decisions we make while making us more and more objective.

Remember: New generation assessments integrate new technologies like video interviewing and gamification.

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QUESTION #8: Are the Reports Easy to Read and Interpret?

HR is not the only department who benefits from the pre-employment assessment results. In fact, the more you get managers involved in recruitment, the more likely they will be on board with your new hires and help them to grow and adjust to the work environment.

Enabling business units to support your hiring decisions means that they need to have access to results that are easily interpreted and can also allow them to ask the right questions during final interviews.

Remember: Choose an assessment partner that knows what your managers are dealing with every time you give them a chance to speak with applicants. They will thank you for it and give you more trust in the future when you shortlist applicants for them.

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QUESTION #9: Does the Assessment Platform Reflect Your Company Brand?

Your employer brand is vital to your recruitment success. The war for talent is more intense than ever and no amount of increased compensation or benefits can help you sustain a consistent pool of qualified applicants that say yes to your job offer.

Remember: An ideal assessment partner does not only improve the experience for recruiters and business unit managers, but also provides a branded experience for your applicants so that you can communicate your culture, values and work environment as early as the application stage. This brings applicants one step closer to learning more about you and considering you as the ideal employer for their next career move.

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In Conclusion

Remember that a pre-employment assessment provider’s role is not just to deliver and provide you assessments but to be your partner in achieving your recruiting goals. Choose an assessment partner who will hold your hand every step of the way. Remember that it’s not always about the product, but the overall service that matters.

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