Business leaders have learned that implementing a pre-employment skills testing program is the best way to improve the overall quality of hire. According to the Society for Human Resource Management (SHRM), 25% of employers that use pre-employment skills assessment tests plan to expand their use of them within the next five years, and one in 10 organizations that do not use a pre-employment skills testing solution plan to implement one within the next five years.
When HR professionals read about statistics like these, they are interested in learning more about pre-employment skills tests but have many questions. Two of the most common questions they ask are, “What is the basic skills test for employment?” and “What are the most commonly used tests for assessing employability?”
What is a Basic Skills Assessment Test
When HR leaders evaluate pre-employment skills testing solutions, they often feel overwhelmed because there are many types and choices. So, they frequently ask, “What is the basic skills test for employment?”
Hiring teams ask candidates to complete pre-employment skills assessments when they apply for a job so they can identify qualified candidates and eliminate unqualified applicants. These assessments include types of questions like multiple choice, true/false, and short answer. HR professionals also include simulations to evaluate how candidates perform in typical work situations.
What are the Two Most Common Types of Pre-Employment Tests?
The two most common types of pre-employment tests are skills tests and behavioral assessments. Most hiring managers use both to improve hiring outcomes and reduce the chances of expensive hiring mistakes.
Skills test results demonstrate which applicants have the knowledge and experience required to do a job. HR teams can instantly screen large volumes of candidates, identify the best-qualified candidates, and avoid wasting hours manually reviewing resumes.
Since business leaders know that teams with good “chemistry” are more productive, they use behavioral assessments to determine whether applicants are a good fit for a job and the corporate culture. According to the Society of Human Resources Management, organizations that use behavioral assessments can increase team performance by up to 30%.
Behavioral assessments evaluate a candidate’s personality and behavior and determine whether they will be successful in a job and assimilate well into the corporate culture. Behavioral assessments also offer valuable information on important soft skills such as integrity, work ethic, and grit, which are all important indicators of performance. They are not diagnostic like skills tests are. They simply show whether a potential new hire will be a good fit.
By reviewing behavioral assessment results, recruiters can see how applicants think and approach problems, how they communicate, and how they will perform in typical job situations.
What Are Some Commonly Used Skills Tests
Pre-employment skills tests are used to evaluate a candidate’s knowledge and abilities for a given job. Businesses that implement an industry-leading solution like the eSkill Talent Assessment PlatformTM have access to an assessment library with hundreds of validated subject- and job-based skills tests.
HR teams can use standard pre-employment skills assessment tests as-is or customize them by designating question difficulty levels and eliminating irrelevant and inappropriate questions. These are some examples of popular skills tests in the eSkill Assessment Library.
Behavioral Assessments
Skills tests confirm which applicants have the skills required to do a job but do not show whether they are a good fit for your corporate culture. This means an applicant with a high score on a skills test could be a bad hire because their personality and work style clash with your company’s environment and how you get things done. This is where behavioral assessments come in.
Behavioral assessments show you whether a candidate can work effectively with peers, team members, and customers. By reviewing the results, you can see how a prospective new hire will interact with colleagues and subordinates and how well they will get along with customers. These are attributes behavioral assessments measure.
Benefits of Pre-Employment Skills Testing
Many organizations swear by pre-employment skills assessment tests because they maximize hiring outcomes and help their HR teams operate efficiently.
According to SHRM, 56% percent of employers say using pre-employment skills testing helps them evaluate job applicants’ skills, knowledge, and abilities, and 79% of HR professionals say skills test scores are just as important, if not more important, than traditional hiring tools like resumes and interviews.
When HR leaders are asked what they see as the biggest advantages of using pre-employment skills tests, these are some of the benefits they cite.
How Pre-Employment Skills Testing Improves Hiring Outcomes
You are probably wondering if implementing pre-employment skills assessment tests will have a major impact on hiring outcomes. The following scenario illustrates how using skills tests could have helped a company avoid a serious hiring mistake.
A regional financial services company with offices in 15 Western and Southwestern states needed to hire an administrative assistant to support several senior executives. Applicants submitted resumes, and the ones selected for an interview completed a typing test. However, candidates were not required to take a pre-employment skills assessment test to evaluate their ability to perform all job-related tasks.
When the HR team and executives evaluated candidates on the shortlist, Amalia stood out as the top candidate. Her typing test result showed she was fast and accurate, and her resume showed she had excellent phone and customer service skills and experience working with senior executives. The company extended her an offer, and she accepted. Then the problems began.
The managers at regional offices received weekly reports every Friday that provided important data they needed to develop and execute work for the following week. One of Amalia’s jobs was to compile the required information, summarize it on spreadsheets, and send the reports by courier on Thursday, so they arrived on Friday morning.
Amalia’s typing skills were good enough to complete the reports accurately, and she developed a good rapport with the executive she worked for and the managers at the regional offices. However, she was not good at multitasking and lacked the organizational and time management skills required to complete the reports and send them on time. This was an indication of another problem: inadequate Excel skills.
She missed the courier pickup deadline several times, and the managers received the reports late. When she was running late, she would rush and make critical mistakes. For example, one week, she sent the reports on time, but many went to the wrong addresses.
The next morning, several managers called the corporate office in a panic because they had not received their report, received the wrong report, or received their report as well as the report for another office.
Bridgit, the office manager, had to stop working on an important project, call each office to find out which managers were missing reports or received the wrong ones, make new copies, and send them priority overnight for Saturday delivery.
Organizational, time-management, and multi-tasking skills were essential for this job. If this company had used pre-employment skills assessment tests, it could have evaluated applicants’ skills in these areas. The results would have shown Amalia was not strong in these areas and she would not have been offered the job.
How Organizations Use Pre-Employment Skills Assessment Tests to Improve Hiring
Companies in every industry use pre-employment skills assessment tests to simplify hiring, reduce time-to-hire, and minimize turnover. The following are clients that have simplified recruiting by implementing the eSkill Talent Assessment PlatformTM.
Get Started with Pre-Employment Skills Assessment Tests
Pre-employment skills testing solutions like the eSkill Talent Assessment PlatformTM help organizations simplify and streamline recruiting, improve quality of hire, decrease time-to-hire, and reduce hiring costs. Many eSkill clients have decreased hiring costs by up to 70% and reduced time-to-hire by around 60%.
Do you want to learn how pre-employment skills assessment tests can help you improve hiring across your organization? Contact us to request a demo.