HR professionals agree that using skills tests in the hiring process expedites candidate screening and helps more effectively identify candidates with better job fit. They know skills tests must be valid to deliver desired hiring outcomes but may be unsure about what that means and how to ensure skills test validity.
As a valued partner, we interviewed Dr. Charles Handler, Founder and President of Rocket-Hire, to get his insights on how validity impacts the effectiveness of skills tests and hiring outcomes.
Rocket-Hire combines sound psychometric science with advanced technology to create innovative hiring strategies and tools. Rocket Hire has developed custom talent assessment solutions major brands like KPMG, Hershey, Intuit, Hilton Worldwide, T-Mobile, and Wells Fargo.
One of the most common mistakes Dr. Handler and his team see clients make is using skills tests that are not valid because the content does not match the job requirements. Using skills tests that are not valid can prompt legal challenges, introduce bias into your recruiting process, and can result in undesirable hiring outcomes.
Fortunately, it is possible to use job analyses and follow other industry best practices to ensure skills tests are valid and will produce desired hiring outcomes.
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