All people have a natural charm that they can use to put themselves in a better light. Some people have difficulty honing this specific talent to be useful, while some wield it like a shield that can protect them in a battle.
This charm is called self-confidence, and it’s an essential aspect of a person’s personality, especially during job interviews. Naturally, self-confident people can speak highly of themselves and their capabilities without a hint of nervousness, making them believable.
The catch with people who can confidently speak about themselves is that there may be discrepancies between what they say and how they perform in actual work. Potential candidates you originally thought were good hires can turn out to be all talk because they can’t deliver quality outcomes.
Leveling the Playing Field for All Applicants
That’s the problem with using interviews as the first step to screening job applicants. Interviews can put good workers but bad speakers at a disadvantage against bad workers but good speakers. However, if you used specialized pre-employment screening procedures before moving forward with interviews, you might see a drastic change in employee quality.
This process is designed to measure the applicant’s personality traits, skill level, and critical thinking through a series of quantitative tests over a specific duration. If you implement these tests on all your applicants, you can immediately eliminate those who are unfit for the position.
By doing so, you can easily cut down the time your hiring managers have allotted for screening applicants. Your managers can then use that time to focus more on shortlisting candidates that they can invite for a face-to-face interview to gauge if their personality fits with the company.
Using the Results of the Tests to Gauge Competency
These tests are designed to identify the technical, financial, and logical reasoning skills of your potential candidates before they can move forward with your application process. After answering the tests, you can use the results to gauge if your candidates’ skills are competent and can be valuable to your company.
You can also customize the tests based on the standards and qualities that you require for your open positions. This makes it easier to filter out potentially bad hires and less suitable candidates, which can save you a lot of time and resources in the future.
The results of the tests can be indicative of whether the candidates have the potential to be invaluable to your business or not. This means they can perform the duties required by their positions, and there is less risk in immediate resignation that increases your company’s turnover rate.
Effectiveness of Aptitude Tests in the Hiring Process
Of course, like all technologies, there are pros and cons to using aptitude tests to gauge your applicants’ competency. For one, the tests are highly objective and leave no room for outside-the-box thinkers who often solve common problems with different approaches.
Being faced with a test before having any conversations with the hiring managers can also be discouraging for some applicants, especially since some tests can last anywhere from 20 minutes to an hour or more. This factor might be worth taking into consideration when you’re planning your recruitment process.
But apart from those cons, using a test to measure your applicants’ competencies can be highly beneficial to your company. Not only will you be saving time and money by immediately eliminating unfit candidates, but you will also be maintaining a standard of quality among your employees.
The Secret to Hiring Qualified Employees
With a test that can gauge their objective strengths and weaknesses, you will know what kind of training your employees need to continuously hone what they are good at and improve where they are lacking. This is also the easiest way to find the right candidates who can help bring your company’s vision to life.
However, you should know that this test shouldn’t be your only basis for hiring an employee. If anything, this should only be the initial step to the recruitment process because there are many other aspects of a worker you have to see, such as their motivations, time-management skills, or creativity.
Using a comprehensive test can only help you with streamlining the initial screening process of recruitment. However, there are still plenty of hurdles to jump over before reaching the finish line. Through this in-depth hiring process, you can already know if your candidates will be good employees.
Having qualified employees who can help you propel your business towards a successful future takes time. You have to invest some time and effort into finding the right hires so that you won’t regret missing out on potential candidates.
