Candidate Skill Evaluation
Many companies use skill assessments as part of their ongoing employee growth plans. By assessing the skills of your employees, you can identify weaknesses and growth opportunities, which you can then leverage into training and further education. In this way, you can continually increase the value your employees bring to the table, foster added loyalty within your workforce, and encourage advancement within your organization.
That said, skill assessments don’t need to be limited to your existing employees. Another way to use such tests is as part of the recruiting process.
There are many kinds of assessments you can use, including:
- Assessing supervisory, leadership, and communication skills.
- Determining team effectiveness and teamwork potential.
- Identifying personality style.
- Analyzing conflict resolution strategies.
- Discovering emotional intelligence types.
- Many more.
Picking some of these assessments to use as part of your recruiting process can be a great choice. It can help you filter your candidates and find the top talent that will mesh with your existing team and bring new skills to the table. The only question is, how can you implement these recruiting strategies effectively?
What Are the Benefits of Using Skill Assessments in Recruiting?
First, let’s talk about some of the benefits of skill assessments in the abstract.
First of all, taking advantage of skill assessments gives you the chance to filter your talent pool without having to read resumes, rely on automated and keyword-based filtering from an ATS, or analyze cover letters. Potential applicants can take the assessment and (based on their grade) know whether they might be a good fit for the role.
This filtering allows you to save time and money by only interviewing the candidates with the greatest likelihood of succeeding in the role and thus the best chance of passing the interview process.
A skill assessment is just one part of an overall recruiting approach. One assessment will not pick the perfect candidate; they mainly help you more efficiently filter out the least viable candidates:
- A benefit of skill assessments is that they can replace other less effective methods of filtering candidates. Personality tests, resume reviews, and reference checks can all potentially be minimized or skipped in favor of tangible, relevant assessments.
- Skill assessments can also provide categorization. Some can be a pass or a fail, but many create several tiers of performance, where only one or two are fails and several passes. A candidate might pass but still be passed over for a role because other candidates performed even better.
- Assessments are also impartial. An individual’s charisma and extroversion might win over an interviewer but cannot trick an assessment. All candidates are judged equally with a fair, identical test, so the playing field is as level as possible.
- Another excellent benefit of a skill assessment is benchmarking your employees and determining where to spend your budget on training. You can identify skill gaps and opportunities to increase employee value through regular assessments.
- Finally, you can use skill assessments for team building. If you’re hiring multiple candidates, ensuring that their personalities mesh so they can work together on the same team can be a great idea. However, it’s not always possible or easy to judge, and it’s one of the riskiest ways to use an assessment when it comes to bias. However, they can be an excellent resource for your business when used carefully.
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