The Future of Pre-employment Testing

Pre-employment testing has become a popular method of assessing candidates in an objective, reliable, and accurate manner. By referring to a massive library of technical and non-technical skill sets that is continuously developed (and optimized), employers can make the right hiring decisions.

Given the ability of these tests to assess candidate performance across a wide array of skills, it is with a reason why they are an integral part of the hiring process.

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That said, here is what the future of pre-employment testing looks like:

The Future of Pre-employment Testing
  • Rise in job-specific tests -

    College dropouts are now being considered seriously by several forward-thinking organizations. Pre-employment tests can help in assessing such candidates who have the potential to do well in a job but are left behind because of the limitations of a few tests. In the future, we will see more job-specific tests being included in pre-employment screening.

  • Changes in technology -

    Today, many pre-employment test platforms use simulators (coding simulator is the most common one). Candidates use these simulators to provide their responses to on-job scenarios. Companies find these simulators more effective than simple multiple-choice questions.

    However, working with simulators is time-consuming. Futuristic technologies like Logic-box could soon replace the simulators.

  • Different Assessments-

    Beyond multiple-choice questions, companies will look for creative ways to assess candidates. Employer brand building and candidate engagement are becoming critical. To ensure that, companies want the assessments also to reflect their philosophy and culture and be fun to

  • he shift towards skill and cognitive tests-

    A substantial portion of project managers today realize that candidates who seem promising during the job interview, fail to perform effectively on the job. This is mainly because many times, candidates are evaluated only on their technical skills, and not on their cognitive abilities. The coming years will see pre-employment tests encompassing an array of cognitive aptitude tests. These tests can evaluate candidates not just on their programming or data analysis capabilities, but across skills such as logic-based problem-solving, perception and interpretation of stimuli, critical thinking abilities, as well as emotional intelligence.

  • Mobile Testing -

    Giving tests on a mobile phone is an important requirement for many staffing companies. There are many reasons for this. One worth mentioning is that candidates care about the job and not the agency from which they are getting placed. If another agency is able to place them in the right company, that is a lost sale for them.

  • AI and Automation

    - Artificial Intelligence is dramatically changing the way recruiting is done. It is automating and streamlining many aspects of talent acquisition such as resumes screening, interview scheduling, and even comparing of candidates. AI will also play a crucial role in pre-employment testing. Gamification, simulators, logic box, question sequencing – all such aspects will be based on AI. It’s still a long way to go, but it’s the future we are talking about. https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/predictive-assessments-insight-candidates-potential.aspx

  • The focus will be on training employees-

    Considering the speed at which new technologies such as AI, IoT, data analytics, etc. are emerging, it is hard for companies to hire qualified candidates with these skills. The companies, therefore, will focus more on reskilling and upskilling their employees. However, once the training is completed, the employees will need to go through assessments before they can be placed on real-world jobs.

The Future of Pre-employment Assessment Software Lies In Being The Amazon Of Skills Assessment

Skills are changing at a rapid pace. More than 65% of today’s skills will change within the next few years. And it isn’t feasible for companies to spend their time and energies in creating assessments, assessing the answers, and keep track of all the tests. Companies either need to hire more recruiters and experts for specific jobs and skills or use a pre-employment tool that can do all the hard work. That’s why you need an Amazon of skills assessment so that you can choose the right assessment (skill test) according to your job description.

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