Pre-employment testing can be one of the most predictive hiring factors when it comes to future job success, but not all pre-employment tests are created equal. The purpose of administering a pre-employment assessment is ultimately to get useful, data-driven information that will help you make a more informed hiring decision – a better decision than you could have made by relying on resumes, interviews, and intuition alone. But pre-hire tests can only deliver that value if they are validated to actually predict future job performance.
Pre-employment tests help you make more informed hiring decisions by shedding light on your candidates’ skills and abilities. But setting up a testing strategy that produces great results for your organization depends heavily on the assessment provider you choose. If you’re in the market for a pre-employment testing provider, here are some of the questions you should be asking:
Last month we unveiled the new HireSelect, which includes some advanced new features along with an updated user interface to make it easier than ever for you to achieve your hiring goals. And thanks to a partnership with ZipRecruiter, we’re excited to offer you one of the most exciting new features: one-click job postings to ZipRecruiter, directly from within the HireSelect platform.
Resume gaps may seem like a kiss of death on an otherwise promising candidate’s CV, but like any other complicated situation, it really depends on the circumstances. As an employer, you might make any number of negative assumptions when you see a resume gap: maybe the candidate is lazy or indecisive; maybe the candidate was fired from their last position; maybe other companies haven’t hired this candidate for a reason. While these thoughts are natural, they’re ultimately just assumptions that should be investigated, especially if you have a really great candidate in front of you.
The perfect job candidate is getting harder and harder to find. Unemployment rates are at a historical low, and there are now more job openings in the US than there are available workers. This makes it exceptionally challenging for employers to find and attract the right talent for any given job opening. Whether the skills gap is to blame, or if companies are being unrealistically demanding with job requirements, the result is that many companies will need to make some compromises in order to fill their open positions.
More and more companies are beginning to offer financial wellness benefits to their employees – 84% of large- and mid-sized businesses now offer some form of financial wellness perks, a figure that keeps climbing. This isn’t just a random trend. With reports that 53% of employees are stressed about their finances, and student loan debt at astronomical levels, modern day workers are feeling the pressure of their financial situations. Businesses are also starting to recognize that it's in their best interest to provide perks that help to alleviate some of that stress so that employees can do their best work.
Every business, from tiny startup to Fortune 500 company, wants to attract and retain the most talented employees possible. In fact, in a recent survey of our customers, we found that “better quality of hire” was the highest priority for the great majority of employers when it comes to hiring. But as with anything of great value, it often comes at a cost.
For years, employers have struggled with a mismatch between the skills they’re looking for in prospective employees, and the skills that job seekers are bringing to the table. This “skills gap” hasn’t budged and is only exacerbated by relatively low unemployment. According to the Society for Human Resources Management (SHRM), there are now more jobs available (6.7 million) than there are unemployed Americans (6.3 million). This makes finding the perfect employee with the right set of skills even more challenging.
Pre-employment tests are one of the most powerful ways to predict job success and drive better quality of hire. However, candidate assessments are only able to drive these results if the right tests are being administered for your positions.
Companies decide to administer pre-employment tests for a ton of different reasons, from improving quality of hire to reducing employee turnover. The great thing about pre-employment testing is that it’s one of the most predictive factors for job success, especially when compared to other hiring factors. Cognitive aptitude tests, for example, are twice as predictive as job interviews, three times as predictive as work experience, and four times as predictive as education.