Hiring Assessments Are a Trend That’s Here to Stay

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The hiring process is arduous for employers and applicants alike. The applications and interviews are time-consuming…and draining. Applicants are thinking “pick me!” and employers often feel bad when they don’t.

To remove the uncertainty involved with selecting the right candidate (someone with the necessary skills who would fit in with the culture), many employers are turning to hiring assessment tools to help with the process. These tools generally look at a candidate’s personality, work style, knowledge, and skills. The hiring assessment we offer, PXT Select™, offers online ease and incredible insight.

No matter which hiring assessment you use or are asked to complete, take these steps for best results:

Applicants

Don’t try to outsmart the assessment. You won’t win. The assessments are programmed with “B.S. detectors.” PXT Select reports even state, “Some candidates may answer in a way that is socially desirable or to make themselves look better, rather than respond candidly and risk disapproval.” When you take a hiring assessment, answer honestly.

Free yourself from distractions. When you take an assessment, leave yourself about an hour to complete it. Some assessments are longer, some are shorter, but that’s the average.

Ensure a good internet connection. PXT Select allows users to pause the assessment and come back to it later, but some assessments don’t. Don’t risk having your responses marked incomplete or wrong.

Have a calculator handy. Some assessments include math and allow the use of calculators.

Don’t psych yourself out! If you don’t know an answer, just move on. Some impossible questions are built into hiring assessments. Tough math questions in particular are viewed on a scale. Where an engineer might be expected to have a high score, candidates applying to other positions might be fine with a much lower score.

 

Employers

Do not use a hiring assessment to rule out a candidate upfront! Do not use it as the sole decision-maker, either. That is not how it is intended to be used. Instead, use an assessment for about a third of your decision-making, later in the process.

Start by reviewing a candidate’s resume and assessing their experience. Then factor in their interview and references. Once you have narrowed down the talent pool to several candidates, you can use a hiring assessment.

The assessment provides insight that the individual can’t during an interview. The results report on his/her thinking style, behavioral traits, and interests. Yes, interests matter. (Say a candidate is applying for a customer service job, but their results show they’re not a people person. It might not be a good fit in the long run.) With several candidates’ reports in hand, you can move on to the next round of interviews.

Added bonus for employers: PXT Gives you interview questions to ask. The questions are based on each individual’s responses and allow you to learn even more.

Hiring assessments ensure that the right candidate is brought on board for a position. So get on board! These hiring tools are here to stay.

Email us at learn@corexcel.com to learn more.