Pre-employment testing help organizations to cut cut down time-to-hire and select the most qualified individuals that best fit the job role. However, this can happen only when the pre-employment tests are appropriately selected and monitored with care. It is important to select the right tests on the basis of what is required in the job
To select the right pre-employment testing you must consider these 3 steps:
Pre-employment testing not only help employers assess the job-specific skills of applicants but also add to the legal defensibility of the employers. To ensure the legal defensibility, you must check if the test is reliable and valid.
Test reliability depends on how consistently the test measures the skills required for a specific job role. A test can be considered as a reliable test if a person appears for it repeatedly, and the results are similar for every attempt.
1. Test-retest Reliability:
Indicates repeatability obtained by giving the same test twice at different timings to
a group of applicants.
Ex. If a test is designed to assess the technical skills given to a set of applicants twice in a time period of two weeks. The results obtained from the two attempts will indicate the reliability of the test.
2. Alternate or parallel form reliability:Indicates the stability of the test
after administering different forms of a pre-employment test.
Ex. To check if the logical reasoning test is reliable, create a set of questions that will evaluate the logical reasoning and then divide the test into two parts. The outcome of both sets should be similar. If they are the same it means all the items measure the same characteristics and can be used interchangeably.
3. Inter-rater reliability:The test likely to be reliable if two or more raters give the same score and take the same assessment decision. Inter-rater reliability is useful because the evaluators will not interpret the same results; raters may disagree as to how well certain responses of the constructor skill being assessed.
4. Internal consistency reliability:The test is reliable if the different characteristics of the test yield similar results.
Validity is the degree to which the pre-employment screening test assesses what it purports to assess and how well it evaluates the competencies of the applicants.
While reliability is necessary, the validity of the test is also equally important.
1. Construct Validity: It ensures that the pre-employment test measures only the intended characteristics and no other variables. In other words, you measure a trait or skill that is part of the overall desired skill needed for success on the job. To measure the construct-related validity, you would look at the scores from the assessment correlated with scores from other established tests that measure the same characteristics.
2. Content Validity:It ensures that the content of a test is relevant and measures requirements and qualifications for the job role. if you were hiring for a job that required the ability to transcribe the content, testing for the rate at which the candidate types would be high regarding content-related validity.
3. Criterion-related validity: It indicates that the test demonstrates a correlation or other statistical relationship between test performance and job performance. Those who score high on the test tend to perform better on the job.
There are several types of pre-employment tests. It is likely that you want to find out just about everything about the candidate (her skill levels, her personality traits, culture fit, learnability, aptitude, etc.) However, too many tests can make your hiring process longer, and it would be tough to keep the candidates engaged throughout the lengthy hiring process. It is also likely that many good candidates might just leak out from your pipelines.
So, we always suggest a minimalistic approach, unless absolutely necessary. Check only those aspects that are extremely important and test the most fundamental qualities to assess the candidate job-fit.
Ask yourself - what are the most important attributes that the job demands - technical skills, learning ability, aptitude, technical knowledge, emotional intelligence, or cultural fit? Define the tests based on that.
Have a realistic approach when you choose the type of pre-employment tests and set a bar of what you want to expect out of the results. The above image shows the correlation of various types of tests with job performance.
Detail checklist to evaluate your pre-employment assessment vendor :
No. of skills provided by the vendor
Check your requirements by looking into the future
Quality of Assessments
Quality is a subjective matter, it gets difficult to ascertain the quality of the tests, especially if you are not an expert of the technology you are hiring for. During the evaluation you can ask the tech experts or the hiring managers can spend some time with the questions to select the right test for the applicants, and benchmarking them would be a good idea to set the right score expectations from the candidates. Another good practice to improve the quality of the test is to ask your candidates’ themselves…
Every job-role & responsibilities are different, and generalizing your tests can be harmful. Assesses the tool on the following -
Ease of Use
Creating software that facilitates a smooth assessment experience isn’t easy for a vendor and using the full potential of software for users requires a lot of time and I’m sure you already have a lot on your plate to work on. So, when it comes to assessment software you will want an easy to use software that can be remotely accessible with easy navigation, invitation and reporting options.
Change in existing workflows
Your skill assessment platform must integrate with the Application Tracking System (ATS) you are currently using. Such tight integration helps in reducing delays in processing data and hiring the right candidate.
A good support team will help you make the best use of the tool. It’s important to know the kind of support you can expect in the future from your vendor.
Analytics That Matters
Customized performance report that is well organized and summarizes overall strengths and skill gaps of a group of candidates with comparative reports helps in a quick selection of the right candidates.
To assess candidates remotely and to have a fair competition you need advanced cheating prevention techniques that facilitate a smooth test experience.
Security is one of the top concerns for enterprises and assessment vendors must understand your need for security
Employer Branding & Candidate Engagement
The candidates perceive your brand based on the presentation of assessments. White-labeled assessments, along with the fusion of different assessment software features help in strong brand building.
You must ask your candidates for their feedback after they complete the test. The feedback can help in improving the test and removing any difficulties that the candidates may have while taking the test.
Other questions that you can keep in your checklist
Interview Mocha is a powerful assessment platform that’s built to help you hire the best candidates faster. In addition to a large skills testing library, we’ve got AI that recognizes when someone else is on the computer, or there’s another human speaking in the background, or any other form of cheating. Here are our detailed benefits:
Ability to create & maintain valid & reliable tests for traditional as well as upcoming skills link to new collar skills.
Highly customizable tests that can combine multiple skills into one test, so that the candidate does not have to appear in multiple tests.
Simulation tests such as Coding simulators, SQL simulators, etc makes your life easy by assessing real job skills of applicants.
The tests can evaluate hundreds of applicants in minimum time without investing time and money in lengthy and time-consuming recruitment methods.
By using AI-based cheating prevention mechanisms such as image proctoring, video proctoring and window violation you can avoid the wrong practices done by candidates to clear the assessment.
Candidates tend to pass on the test questions to their friends/colleagues if you have the same set of questions for a certain job role. With a reliable third-party test provider, you can have controlled randomization of questions which will keep the test difficulty constant but with a random set of questions for each test attempt.
Skills are changing fast and many a time you will land up at the standard tests available with most of the vendors, but they are not specific to your company/domain/technology stack? If not, the test will not give you suitable (different word) candidates. We provide content consulting and tweak/create questions to suit your specific job role.
Vendors that care for candidate experience, seek candidate feedback and provide you actionable insights to further improve the test and the overall testing experience of the candidates.
An intelligent testing system that calibrates and provide you insightful reports
There is still no definitive way strategizing the hiring process and that's why you will find almost all the companies have different strategies in place. It’s more like a game of chess, with each and every different move, there's an opportunity to win the game in millions of ways and if not millions then definitely a million ways to hire the right candidate. It all depends on your strategies to choose. Pre-employment testing is one of the ways, when to use it will be your choice. So choose wisely.